Employee Engagement & Leadership: The Relationship That Changes The World Presented by Brett Cooper & Dan Schwab The Leadership Challenge Forum 2013 IntegrisPA.com

> Less than 1 out of 3

Less than 1 out of 3 workers reporting that they are engaged – that they work with energy and passion, and that they feel an emotional

connection to their organization.

Gallup’s research across hundreds of organizations finds that higher employee engagement results in: -  Over 20% more profitability -  Over 20% more productivity -  Almost 50% fewer safety incidents -  Almost 40% less absenteeism -  Over 40% fewer defects and quality issues

Estimates suggest that low engagement is costing the US economy between $450 and $550 billion in lost productivity.

The point here is that the importance of being engaged at work goes beyond the bottom line for the organization, and beyond our

economic contribution. The topic of employee engagement is directly connected to employee well-being.

Studies show a clearly positive correlation. Engaged employees have lower incidences of chronic health problems such as high blood pressure, high cholesterol, diabetes, obesity, diagnosed

depression, and heart attacks than actively disengaged employees. They also eat healthier, exercise more frequently, and consume more fruits and vegetables than their counterparts who do not

report similar levels of high engagement.

Respect

Clarity Values

Empowerment

Across a plethora of studies, these four characteristics consistently rise to the top when explaining high and low levels of employee

engagement. They are all influenced by the behavior of the leaders in the organization.

Respect

Feel respected.

Clarity

Have a clear understanding of where the organization is going, and how they fit in to the big picture.

Empowerment

Have their voices heard, and feeling as if they can contribute to the decisions that impact their immediate surroundings

Values

Be in an environment where their personal values are aligned with the organizational values

Leadership Problem?

Do we have a

The LPI is an online assessment where leaders receive 360 feedback from people like their manager, their co-workers, and their direct reports. The LPI measures leaders against 30 specific behaviors that fall into, what Jim and

Barry call the Five Practices of Exemplary Leadership.

1.  My workgroup has a strong sense of team spirit

2.  I am proud to tell others that I work for this organization

3.  I am committed to this organization success

4.  I would work harder and for longer hours if the job demanded it

5.  I am highly productive in my job

6.  I am clear about what is expected of me in my job

7.  I feel that my organization values my work

8.  I am effective in meeting the demands of my job

9.  Around my workplace, people seem to trust management

10.  I feel like I am making a difference in this organization

Positive Workplace Attitudes (PWA) Survey

Individuals who rank their immediate manager higher on the Five Practices indicate that they personally have more positive attitudes about

their workplace.

Leadership Problem!

We have a

Top down communication can be frustrating.

Take matters into your own hands. Flip communication pyramid.

Involved

Enthusiastic

Committed

Leading The action of “leading,” not the simple title of “leader.”

Example Lead by example. You can’t lead others until you lead yourself.

Model

The people closest to us have the greatest influence on us to lead.

Values What do you stand for?

41% Gallup finds that 41% of employees understand the values of the

organization they work for. What about the other 59%?

Bottom Line

Align our most basic values.

Align Align/overlap personal values with organizational values.

Possibility Where can we go?

Inspire “Inspiring A Shared Vision” is the lowest scored Practice worldwide.

Big “V” What is the organization’s vision?

Little “v”

What part do I play in the organization’s vision?

Liberate Free employees to have the vision and implement it.

30 On average, leaders are 30 years old when they are placed in a

management position.

42 On average, those managers are 42 years old before they are exposed to

leadership training or development.

Enable Help people recognize the traits they already have to

empower them.

Responsibility

Take responsibility for what happens in your world.

Self

Individual Level

Team

Group Level

Organization

Company Level

World

Community Level

STOW

Self. Team. Organizational. World.

Be STOW

Democracy Democratize leadership. We’re all connected.

Resiliency Sustainable behavior.

22% Only 22% of the American workforce is engaged & thriving.

Balance yourself.

What can I do?

BESTOW

Bestow leadership on others.

be·stow [bih-stoh] 

verb (used with object) 1.  to present as a gift; give; confer  

The trophy was bestowed upon the winner.

2.  to put to some use; apply Time spent in study is time well bestowed.

Your actions affect others.

Go First Be proactive.

YOU Make changes on a personal level.

US To enable change at a group level and beyond.

Leaderly

Take action.

“You can act your way to

a new way of thinking

easier

than you can think your way

to a new way of acting”

– Millard Fuller Founder, Habitat for Humanity

“Well, I would have exhibited more leadership qualities if someone would

have told me to.”

If there were no limitations, what actions could be taken

to BESTOW greater leadership

at the levels of Self, Team, Organization

or World?

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