Conversations about leadership, learning, coaching and change.

emailtwitterfacebooklinkedin
line

employee engagement

In the absence of other metrics on leadership effectiveness, let’s take employee engagement levels as a way of working out how well managers are leading.

Given that record numbers of staff are disengaged, we can safely say that current leaders are failing on a massive scale.

But what to do about it?

Spend on leadership development continues to rise.  Yet according to many surveys, including a summary of research by the Corporate Research Forum, dissatisfaction with results is also on the rise.

From the mountains of research and 15 years of helping organisations to develop leaders and their teams, I would summarise the reasons as follows:

  • A confusion with the difference between training and learning
  • Too much or too little “classroom” learning
  • No scope for individualised learning tracks
  • Lack of management buy-in and involvement
  • Too much focus on strategy and not enough on measurable skills
  • Inconsistent follow through
  • Lack of focus on the science of change

The red herring in the room: 70:20:10

read more…

Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

More Posts - Website

Follow Me:
TwitterFacebookLinkedIn

line

Are you and the people who work with you engaged?

When I say “engaged”,  are you engaged as in focused and connected with others? Or are you engaged as in busy, behind locked doors, not available?

Being available?  Is that not touchy-feely stuff?

The hard facts are that Gallup has just analysed 25 million responses to their employee engagement survey and found:

“Of the 100 million people in America who hold full-time jobs,  30% are engaged and inspired at work, so we can assume they have a great boss.

At the other end of the spectrum are roughly 20 million (20%) employees who are actively disengaged. These employees, who have bosses from hell that make them miserable, roam the halls spreading discontent.

The other 50% of American workers are not engaged. They’re just kind of present, but not inspired by their work or their managers.”

See what happened there? It’s not about employee engagement it’s about leaders

read more…

Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

More Posts - Website

Follow Me:
TwitterFacebookLinkedIn

line
Feeling engaged? Why we all need a blue piano

Feeling engaged? Why we all need a blue piano

by Moyra Mackie on March 29, 2014

What’s it like where you work?

I don’t just mean how you relate to your boss and the people you work with.

I mean the space.  What’s it like?

Is it a space where you feel your needs can be met?  The need for connectedness and collaboration and a space that allows you to do that in comfort and ease.   The need for confidential conversations and focussed work, without having to book a windowless meeting room six months in advance.

Have you ever thought the way you relate to people at work is connected to the space you do it in?

read more…

Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

More Posts - Website

Follow Me:
TwitterFacebookLinkedIn

line
Why everyone should be working out loud

Why everyone should be working out loud

by Moyra Mackie on March 1, 2014

I’ve been working out loud.

Wikipedia defines working out loud like this:

“Working Out Loud is working in an open, generous, connected way so you can build a purposeful network, become more effective, and access more opportunities.”

From this definition you can see a balanced combination of giving and receiving

I’ve been a passionate believer in this concept since I was introduced to the idea by John Stepper.  Like John, my clients tend to work for large multinational organisations where the sheer size and complexity of the business threatens to overwhelm the human connections essential to a fully engaged workforce.

Wikipedia again:

“Working Out Loud…synthesizes a number of vast challenges found in large organisations such as the need for increased transparency…, team productivity and motivation, effective leadership and communication”

Every large company that cares about its people should be working out loud

read more…

Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

More Posts - Website

Follow Me:
TwitterFacebookLinkedIn

line

The CIPD identifies three dimensions to employee engagement:

  • Intellectual engagement – thinking hard about the job and how to do it better
  • Affective engagement – feeling positively about doing a good job
  • Social engagement – actively taking opportunities to discuss work-related improvements with others at work

Put simply, engaged employees are those who can bring their whole selves to work – who are both effective and fulfilled.  Engaged employees feel connected to the purpose and goals of the organisation, to the task they have to perform and to the people they work with.

Effective leadership is essential to creating employee engagement

read more…

Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

More Posts - Website

Follow Me:
TwitterFacebookLinkedIn

line