This is about ideas for Engagimentation!
Roughly 50% of any workforce is not fully engaged or motivated. This article share some details and perspective on how to dis-un-engage and dis-un-empower the people in the middle who offer you the greatest performance improvement potential. We discuss causal factors and share some ideas and tools for motivation, engagement, impact and improvement as well as how to implement change.
X-Teams and Improving Team Performance
Maximum team effectiveness comes from aligning people to work together on shared common goals and providing them with the information and resources to get things done.
Teaching The Caterpillar to Fly
This is the main theme of many of Scott's presentations on managing and
leading change. The basic theme is that everyone has the potential to change,but they may not have the awareness. One cannot force change; change must be
supported and encouraged.This article talks about the paradoxes of managing and leading the change effort for individuals and groups.
It discusses many of the main exercises in the workshop presentation and is
Scott’s best work, in his estimation.
It is also available in an Asian and an A4 paper version.
The Mud, for continuous continuous
Managing Mud is a very common situation for most of
us, since the mud impacts us personally as well as bogging down the performance
of people around us in the workplace. So many things around us can muddy up our
opportunities for better performance. This article is about a direct approach
and some simple exercises and tools you can use to help yourself as well as to
help others.This is a handout from organizational improvement workshops,
written as an article and training toolkit.
Interdepartmental Collaboration’s Vital Link to Organizational Profitability
-- This is an article that appeared in HR Magazine --
Abstract –Improving inter-organizational alliances and
collaboration between naturally competing workgroups is a means of impacting
profitability and improving innovation. Competition is a motivating factor in
most organizations and is a good energizer until the competition begins to sub-optimize performance. Similarly, teamwork within an organization is good,
until it slows or stops collaboration between different teams. We also know
that most individuals and most teams do not take advantage of the support that already exists in organizations. The ideas is to engage and enlist people to
choose to form alliances and improve performance are discussed.
Parallels to Running Rapids
rapids in a kayak is a lot like coaching difficult performers. Sometimes the rapid
is an easy one that you can just float through without a lot of preparation or
observation. In other cases, where the water and the drop is a bit more
difficult, it may make sense to get out of the boat, walk along the shore and
take a look at what you are about to encounter so that you can plan a route through with the highest likelihood of success. In the case of very
difficult whitewater, you may want to have a good deal of information about the
situation available, have a plan for other observers to share their thoughts on
how to succeed and even have a plan for someone to throw you a rope if things get really tight. And sometimes scouting that rapid is in order so that the
difficulties can be avoided or responses can be planned.
Envolve, Engage and Enlist – Ideas for Workplace
This is an article that appeared in the Hong Kong Institute of Human Resource
Management’s pre-conference magazine. It outlined the approach that is
contained in the bundle of materials in the Building Motivation toolkit
Building a High Performance Environment:
Teamwork and Flow
Mihaly Csikszentmihalyi put forth a model
about improving individual performance that blends Challenge with
Skills and helps anyone to frame a process for improving performance. My
approach here is focused on optimizing team performance results and the idea is
that we can improve performance by generating a
positive and powerful mental state within an optimizing environment.The
right combination of skill and challenge helps the individual (and the team)
perform at high levels and we can use engagement and experiential exercises to
accomplish much. Because of broad interest in this article,
we have produced an A4 version also.
Whitewater Rapid Rating Scale
for Facilitating Performance Improvement
Facilitating groups of people is a lot like river running: There’s need for a recognition of skills, a diagnosis of probable difficulties and a required plan of action in order to successfully get through the situation upright and only a little wet! Here is a simple framework for aligning the challenges of working in groups with those of getting downstream successfully. First, I’ll define a whitewater condition and then compare it with the same level of group facilitation. Recognize that anyone can be an effective facilitator, be it a team leader working with his peers on the shop floor or a Most Senior Manager leading a discussion session to those people who actually get paid to do this professionally. Guaranteed to get you thinking…
In The Beginning
This is a colorful
story about the process of defining a mission statement, from the initial
reaction of the front line employees through the middle managers and to the
senior people. Like many communications like this, we find that things get
filtered and reframed a little.
Regular and A4 versions are available