Ppt 3 Leading For Engagement

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The Performance Edge:Leading for Engagement


What does it take to engage employees for winning

performance?


The Higher Law:

When you appeal to the highest level of thinking

you get the highest level of performance.


The Key Objective:

Engage employees through a culture of ownership and

lose the employee mentality


The value of employee engagement:

• 31% less turnover• 12% higher customer satisfaction

• 18% higher productivity• 12% higher profitability


The value of employee engagement:

More money, more time and less stress


The Solution:

Under your control


What are the elements of leading for engagement?


The Central Issue:

Leading others is more about feelings and less about facts.

We need to ask the audience to understand the audience.


The Goal: Empowerment

Act as an owner


The Five Levels of Empowerment:

Level 5 – Wait to be toldLevel 4 – Ask for permission

Level 3 – Make recommendationsLevel 2 – Take action & report back

ASAPLevel 1 – Take action & responsibility


The Investment:

1. Clarify role and contribution2. Focus on delegation

3. Follow through with feedback

Invest in communication!


The Contribution:

Show people the connection of their role to the big picture, how their

actions create value in the customer equation, and how their work is

important


The Delegation:

How work is transitioned is vital for success.

The number one challenge for most professionals and managers is how to

delegate effectively.


The Ceiling of Complexity

Ceiling of Complexity


Top feedback to leaders:

• Micro-managing or getting overly involved

• Engaged in tasks that could be done effectively by others


The Feedback:

Regularly and candidly communicate with people how they are doing, what is

working and where improvement is needed.


Hope is not the answer.Hope is not the

answer.



“The leader of the past knew how to tell. The leader of the future will

know how to ask.”Peter Drucker


Take a consultative approach to engage and invest employees.


As a leader, you need to determine:

What are the challenges and blocks for people to change?

What are the opportunities to the change?

What are the capabilities needed for people to support the change?


As a leader, you need to determine:

What are the results and outcomes desired from the change?

What are the feelings from the change?


The foundation of engagement is the ability of leaders to communicate

effectively and consultatively to coach the performance of others for

success.


The Higher Law:

When you appeal to the highest level of thinking

you get the highest level of performance.


The solution to employee engagement is under the

control of the leader:

Invest time and communicate.

Date post:	01-Nov-2014
Category:	Business
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Ppt 3 Leading For Engagement

Business