Comments on: The ten C’s of employee engagement http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/ It's only in the practice of leadership that we influence our world... Sat, 13 Mar 2010 16:56:15 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Employee Engagement: The Ultimate Commitment. « The Company Line: BLOG http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-43917 Employee Engagement: The Ultimate Commitment. « The Company Line: BLOG Tue, 01 Sep 2009 17:36:31 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-43917 [...] best way to engage employees. You could consider the eight key drivers of employee engagement, the ten-Cs of employee engagement, or the model of employee engagement. And you could consider company branding as the key to [...] [...] best way to engage employees. You could consider the eight key drivers of employee engagement, the ten-Cs of employee engagement, or the model of employee engagement. And you could consider company branding as the key to [...]

]]> By: Richard Parkes Cordock http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-43661 Richard Parkes Cordock Tue, 21 Jul 2009 12:31:46 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-43661 The soccer team example you use is a great one, and illustrates the point that without a fully engaged workforce, companies are competing with one hand tied behind their back. In my view, employee engagement is the coming together of leadership and employees, to make sure they perform as 'one'. To carry on your soccer example, when the coach and the players share the same passion, belief and drive (and they have the right skills and ability), they will win more games than they loose. But whose responsibility is it to make sure everybody is passionate, driven and has the right tools? The leader or the employees? I believe both parties need to take responsibility for this and step up. That said, I agree with your article, that if the commitment to employee engagement has to start somewhere, it should start from the top, with the leader. When I work with companies, it is typically the CEO who I speak with, as they take the lead in creating a more engaged, connected and profitable workforce. <a href="http://www.enterpriseleaders.com/employee-engagement" rel="nofollow"><b> Employee Engagement </b></a> The soccer team example you use is a great one, and illustrates the point that without a fully engaged workforce, companies are competing with one hand tied behind their back.

In my view, employee engagement is the coming together of leadership and employees, to make sure they perform as ‘one’.

To carry on your soccer example, when the coach and the players share the same passion, belief and drive (and they have the right skills and ability), they will win more games than they loose.

But whose responsibility is it to make sure everybody is passionate, driven and has the right tools? The leader or the employees? I believe both parties need to take responsibility for this and step up.

That said, I agree with your article, that if the commitment to employee engagement has to start somewhere, it should start from the top, with the leader.

When I work with companies, it is typically the CEO who I speak with, as they take the lead in creating a more engaged, connected and profitable workforce.

Employee Engagement

]]> By: Mel http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-38118 Mel Tue, 17 Jun 2008 19:35:11 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-38118 And how do you measure and report on the the 10 C's? And how do you measure and report on the the 10 C’s?

]]> By: Plzzzz help on Employee Engagement!! - ManagementParadise.com : Your Gateway to Online MBA Degree . Management Students Forum for MBA,BMS, MMS, BMM, BBA, students and aspirants. http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-38094 Plzzzz help on Employee Engagement!! - ManagementParadise.com : Your Gateway to Online MBA Degree . Management Students Forum for MBA,BMS, MMS, BMM, BBA, students and aspirants. Fri, 13 Jun 2008 08:14:09 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-38094 [...] Plzzzz help on Employee Engagement!! The 10 C's of employee engagement The ten C?s of employee engagement : The Practice of Leadership __________________ To view links or images in signatures your post count must be 0 or greater. [...] [...] Plzzzz help on Employee Engagement!! The 10 C’s of employee engagement The ten C?s of employee engagement : The Practice of Leadership __________________ To view links or images in signatures your post count must be 0 or greater. [...]

]]> By: Cindy B. http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-38086 Cindy B. Tue, 10 Jun 2008 18:49:56 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-38086 I currently work in a company where the executive leadership is entrenched (most 15+ years) and very out of touch with the functional aspect of the work. They spend a great deal of time issuing directives (under the guise of strategy) without any thought given to execution. When they continue to get poor results, they fire the functional or lower management level, but leave the executive leadership in place. This has built a distinct environment of mistrust and employees who lack engagement. I currently work in a company where the executive leadership is entrenched (most 15+ years) and very out of touch with the functional aspect of the work. They spend a great deal of time issuing directives (under the guise of strategy) without any thought given to execution. When they continue to get poor results, they fire the functional or lower management level, but leave the executive leadership in place. This has built a distinct environment of mistrust and employees who lack engagement.

]]> By: Tom Rausch http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-37988 Tom Rausch Wed, 28 May 2008 15:48:57 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-37988 I agree strong leadership is essential to employee engagement. Mel W. also makes a great point about match. The strengths-based approach recommends focusing not just on personality strengths, but also skills, values and character strengths. The issue of alignment and dialog cannot be under-estimated. While these are probably assumed in "collaboration" & "contribute" under your model, I would also suggest that a leadership-centric viewpoint risks missing the importance of the whole system. Engagement is about a deep heart-connection. This requires each individual to know how their personal life mission and purpose connects to the vision and mission of the organization. At the deepest level. This involves an alignment of values. If enlightened leaders are in place, and values, vision and mission are clear and well-communicated, the final step involves transforming the old top-down communication pattern and developing structures where front-line employees help drive the strategic and tactical planning since they are closest to the customer. I agree strong leadership is essential to employee engagement.

Mel W. also makes a great point about match. The strengths-based approach recommends focusing not just on personality strengths, but also skills, values and character strengths.

The issue of alignment and dialog cannot be under-estimated. While these are probably assumed in “collaboration” & “contribute” under your model, I would also suggest that a leadership-centric viewpoint risks missing the importance of the whole system. Engagement is about a deep heart-connection. This requires each individual to know how their personal life mission and purpose connects to the vision and mission of the organization. At the deepest level. This involves an alignment of values. If enlightened leaders are in place, and values, vision and mission are clear and well-communicated, the final step involves transforming the old top-down communication pattern and developing structures where front-line employees help drive the strategic and tactical planning since they are closest to the customer.

]]> By: A Thought on Employee Engagement | Aligning Technology, Strategy, People & Projects http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-37903 A Thought on Employee Engagement | Aligning Technology, Strategy, People & Projects Mon, 19 May 2008 18:19:55 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-37903 [...] The ten C’s of employee engagement [...] [...] The ten C’s of employee engagement [...]

]]> By: Mike K http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-37896 Mike K Mon, 19 May 2008 15:01:10 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-37896 A lot of companies going through major restructuring, either via downsizing, mergers or expansion, really need to focus on total employee engagement to help make the changes stick within the culture. I saw this in one of my clients who was expanding. Engagement was the pillar to making this a reality. Being a retail organization, this meant keeping the store managers, district and regional managers involved and committed to the changes. A lot of companies going through major restructuring, either via downsizing, mergers or expansion, really need to focus on total employee engagement to help make the changes stick within the culture. I saw this in one of my clients who was expanding. Engagement was the pillar to making this a reality. Being a retail organization, this meant keeping the store managers, district and regional managers involved and committed to the changes.

]]> By: Mel Wildermuth http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-36575 Mel Wildermuth Wed, 13 Feb 2008 23:12:36 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-36575 I agree with many of the points that you have stated with your 10 C's of engagement. I think that you will see some similar aspects in an article, which was published in the January issue of T & D Magazine, my partner and I wrote. By comparing the articles, one point is missing from your evaluation that our company believes is MOST important: Match. You do not take into consideration the personality of people. Therefore, not all aspects of these statements will work for every type of employee. People will react differently to their environment. One size will not fit all. These points, as does 9 of our 10 M's, may fit a large number of employees. However, the 10th point, Match, becomes the MOST important point as an attempt to engage an entire company of employees. Match the job, task, position to the personality of the employee and engagement will become a far easier task. I agree with many of the points that you have stated with your 10 C’s of engagement. I think that you will see some similar aspects in an article, which was published in the January issue of T & D Magazine, my partner and I wrote.

By comparing the articles, one point is missing from your evaluation that our company believes is MOST important: Match.

You do not take into consideration the personality of people. Therefore, not all aspects of these statements will work for every type of employee. People will react differently to their environment. One size will not fit all. These points, as does 9 of our 10 M’s, may fit a large number of employees. However, the 10th point, Match, becomes the MOST important point as an attempt to engage an entire company of employees. Match the job, task, position to the personality of the employee and engagement will become a far easier task.

]]> By: A 2007 Review of The Practice of Leadership : The Practice of Leadership http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/comment-page-1/#comment-36008 A 2007 Review of The Practice of Leadership : The Practice of Leadership Sun, 06 Jan 2008 16:51:34 +0000 http://www.thepracticeofleadership.net/2007/02/27/the-ten-c%e2%80%99s-of-employee-engagement/#comment-36008 [...] The ten C’s of employee engagement [...] [...] The ten C’s of employee engagement [...]

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