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Every two weeks we bring you opinion, news and research on Employee Engagement, Leadership and Organisational Performance, along with some thoughts on practical workplace applications.


Editorial:  Who Gets the Credit?

In an article entitled ‘Get Coaching But Don’t Tell People’, executive coach Debra Benton proposes that all managers should get a coach “But just don’t tell anyone.” Her argument is that when you succeed it’s your success, not that of the coach. Benton goes on to say “I tell executives that I coach in the business world to take full credit for anything good they did even when I helped with the strategy and approach. I got paid, that’s my thank you. I tell them, ‘You are the one who did it and that’s why you take credit.’”

I get the point, and it’s a humble attitude from the coach. However, the unspoken message that comes through is “I’m not admitting that I need help” and that’s certainly arrogant and potentially dangerous.

So when you do good work and get great results, helped by the coaching you received, who should take the credit? You, as Benton says (and your team for the part they played). But never be shy about the commitment you have made to your own growth and development. Be open about it (not the content necessarily, but the fact that you are being coached). It’s not something to be ashamed of; in fact, it shows a certain humility and self-confidence to admit that you don’t know everything and that you take your own development seriously.

And that may encourage others to do the same.

Steve Short – Emenex


Are Your Employees ‘Engaged’ Or ‘Happily Complacent’?

The reason to care about employee engagement can be summed up in one word: productivity.

Engaged employees will “go the extra mile” for their organization. Happily complacent employees are rarely asked to, concludes author Victor Lipman for Forbes. He traces a key reason for this distinction back to a comparison performance of managers.


It Took LinkedIn’s CEO Exactly 2 Sentences to Give the Best Career Advice You’ll Hear Today

With a 97 percent employee approval rating on Glassdoor, LinkedIn’s Jeff Weiner has developed a reputation as one of the most beloved CEOs in the world.

Weiner recently shared his advice on what it takes to reach employees on a deeper level.  Writing for Inc.com, Justin Bariso reveals Weiner’s advice, usefully expands upon it, and throws in a quote from Simon Sinek too!


Is Purpose the Key to Employee Engagement?

Could the key to truly engaging employees be in rewarding them for understanding the “why” of work? One industry leader believes so.  This brief article contains some convincing research results.


The Holy Grail of Engagement Starts With Your Employees

If your employees aren’t engaged, your marketing efforts will be for naught. Columnist Karen Steele discusses ways to help you create a culture of engagement in your organization.

Steele reminds us that Jack Welch, the legendary former chairman and CEO of General Electric, nailed it when he told the Kansas City Business Journal, “There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow.”
And, as if to nail her own argument she includes another quote,  “The way your employees feel is the way your customers will feel. And if your employees don’t feel valued, neither will your customers.”
Read Steele’s piece here.

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The holy grail of engagement starts with your employees

 

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