Activating employee support is the result of conditions created by us leaders.
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HOW we inform and engage others lifts or limits our success.
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Clarity of expectation is one of the most basic and important of employee needs.
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If you haven't done so already the best time to plan 2020 is now.
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One of the skills needed to lead a dynamic, connected and empowered workforce is the ability to listen.
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They say “it takes a village to raise a child”... I think the same goes for raising employee engagement.
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When we have conversations our brain releases neuro-chemicals that encourage us to bond and connect.
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In London about 12 years ago I worked on a national behaviour and culture transformation across 170 English hospitals.
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To enable all leaders to engage (and do it simply) I developed the 3Cs model: connection, content and conversation.
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Connection is at the core of being a leader.
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Have you been on a roller coaster and let go? I have.
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Being able to communicate is a critical driver of a leader success.
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A communication culture fast-tracks change, growth and better outcomes.
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Employee engagement can seem complex if you are a manager to which engagement doesn't come easy.
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My view is that swearing-in corporate communication is a big No-No.
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When leaders involve employees in problem solving and decision making they are more likely to innovate and deliver changes aligned to business strategy.
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There were set criteria for submitting ideas, so that they aligned with the business strategy.
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This honest feedback to the leaders about their poor perception, turned out to be a real gift.
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