engagement = empowerment; empowerment = engagement

Engagement = Empowerment

Empowerment = Engagement

Álvaro Santamaría PeñalvaLeadership and change management

Employee Engagement Process

Index

1) What is the Employee Engagement Process (E.E.P.)?

2) History of the E.E.P.

3) How does the E.E.P. work?

4) When is the E.E.P. used?

1) What is the Employee Engagement Process (E.E.P.)?

Engagement: Personal state of authentic involvement, contribution, and ownership.

Scale Desired state

Communication Feels informed

Customer relationship Sense of customer ownership

Job/Role Role clarity and confidence

How I do my job Personal initiative

Goals and outcomes Goal confidence

Work climate Open and trusting culture

Leadership A “leader-full” organization

2) History of the E.E.P.

In the beginning, the MEEI was a radical departure from traditional survey methodologies. However, it excluded the impact of “my voice at work” or “finding meaning in my work”.

2) History of the E.E.P. (II)

Then, the E.E.P. developed a survey that quantified workplace culture with the employee as the locus of control with a process that is transparent, collaborative, employee driven, and action oriented.

Responsibility is spread across employee groups to create a more engaged workplace.

2) History of the E.E.P. (III)

Over time, the survey evolved to measure employee engagement not just during a change initiative, but generally.

MEEI results are linked to productivity, showing that the better-producing units also have higher engagement scores.

3) How does the E.E.P. work?

Employee Engagement Process vs Traditional survey

Similarities Differences

The E.E.P. follows the basic steps of survey localization, survey administration, and results compilation.

Transparency of the process

Content of the survey itself

Level of education prior to, during and after the survey administration

The fact that results compilation is an important beginning rather than an end

Systemwide involvement in action planning and implementation

3) How does the E.E.P. work? (II)

I. Supports managers in becoming more open to giving employees voice.

II. Models a new way of working together.

III. Places change in the hands of employees (including managers) rather than in the hands of Human Resources or management alone.

3) How does the E.E.P. work? (III)

4) When is the E.E.P. used?

4) When is the E.E.P. used? (II)

THE GAME.

The Practice of Empowerment

Changing Behaviour and Developing Talent in

Organizations

Index

1) What is the Practice of empowerment?

2) Empowering the space.

3) Empowerment model.

4) Empowerment methodology.

5) When is the Practice of empowerment used?

1) What is the Practice of empowerment?

Empowerment: Process of enabling individuals to adopt new behaviours that further their individual aspirations and that of the organization.

2) Empowering the space

In order to adopt new behaviours and develop their talent, a learning and growth culture first have to be established.

An empowered space enables individuals to feel safe and trusting enough to risk true growth.

2) Empowering the space (II)

I. Self-Responsibility.

II. Authentic communication.

III. Trust.

IV. Learning and growing.

V. Interpersonal process skills.

VI. Caring.

3) Empowerment model

Shift from pathology to a vision: Where we place our attention is what we create.

Shift from static to organic growth (growing edge): The natural world provides an alternative model for growing. The place where this growth is coming into existence is its growing edge; it is the place of greatest aliveness.

Integration of self-awareness and behaviour change: The focus is on increasing self awareness.

4) Empowerment methodology

The four-part empowerment methodology activates this transformational strategy and provides the operating system for behaviour change.I. Self-awareness: Where am I now?

II. Vision crafting: Where do I want to go?

III. Transformation: What do I need to change to get there?

IV. Growing edge: What’s my next step?

The process culminates in an individual intention statement and image that represents the next place of growth around the desired behaviour or outcome.

4) Empowerment methodology (II)

Organizational change

interventionI. Interview leadership to

determine behaviour changes and talent development strategy.

II. Assess culture on six practices to determine its capacity to change behaviour.

III. Establish metrics and design empowerment intervention.

IV. Pilot program.

V. Iterate, stabilize, and scale.

5) When is the Practice of Empowerment used?

Ending

1) What is the Employee Engagement Process (E.E.P.)?

2) History of the E.E.P.

3) How does the E.E.P. work?

4) When is the E.E.P. used?

1) What is the Practice of empowerment?

2) Empowering the space.

3) Empowerment model.

4) Empowerment methodology.

5) When is the Practice of empowerment used?

Thank you for your attention.

Bibliography:

Edited by Holman, P.; Devane, T.; Cady, S.. ‘The change handbook: The Definitive Resource on Today’s Best Methods for Engaging Whole Systems’. 2nd ed. rev. and expanded. San Francisco: Berrett-Koehler, 2009. p507-512; 524-529. ISBN: 9781576753798.