Peter Drucker, the famous management guru, spoke of doing business with effectiveness and efficiency. Let’s add another “E” to the equation: Engagement, as in “employee” engagement. Learn to assess your career and business using these 3 E’s and you’ll be amazed what might be revealed about your career, team, or business.
Engagement has more recently come to the forefront of employee discussions by The Gallup Organization. I admit to being a huge fan of their work on Employee Engagement. Twenty years ago, I had the pleasure of partnering with a Gallup leader on a client assignment, and I was roundly impressed. Several years back, I reconnected with their work again through a client’s company. Their books and StrengthsFinder survey are first rate as well.
Jim Harter, Ph.D., author of New York Times bestseller 12: The Elements of Great Managing, talks about the power of Gallup’s 12 questions at this Gallup site.
Team Engagement is one of the primary measures for a Chief Leadership Officer™. If you’re leading a business, then you need to get your head into this topic. Leadership of people is the future — engage with it! Be a CLO
Chapter 7 of Chief Leadership Officer will positively rock your take on employee engagement. Basically, the very use of the term “employee” dooms the engagement effort to failure. An employer-employee relationship is transactional. Whereas, engagement is relational.