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I just wrote my Mom's eulogy so I have spent the last several days contemplating her legacy. It made me realize the true value of keeping legacy in mind every day- for each decision, each action, each time we interact with one another. It can be easy to lose sight of these truly important things in our fast-changing and complex world.

What will be your legacy? Mom was a teacher and grade-school librarian so her legacy was much more far-reaching than her immediate family and friends. One thing was clear to anyone whose life she touched, she always gave her best and expected the same of those she loved, cared about and watched over. Her grade-school students not only learned proper grammar and how to write a paper, they also learned discipline and respectful behavior. They learned to always do your best, try your hardest and make someone you love and respect proud. Those lessons are her enduring legacy, and for that I will always be grateful. I imagine the same is true for her students.

As a leader, what will your legacy be?

Labels: cultural capital, employee engagement, employee happiness, employee morale, ethics, future, happiness, leadership, leadership and trust, legacy

The Wall Street Journal ran an article titled Thinking Happy Thoughts at Work on January 27th. Reading the title alone, one might assume that the author, Sue Shellenbarger, sought to trivialize the Positive Psychology movement afoot in corporate America. But while Shellenbarger commented that “critics see Positive Psychology as a way for companies to improve morale while they continue to burden employees with the threat of layoffs and an ever increasing workload,” she then offered numerous reasons why the movement should be taken seriously.

Employee morale statistics have plummeted to record breaking lows in the wake of the economic downturn and massive layoffs. Practicing the tenants of Positive Psychology will not only support the enhancement of employee morale, but also support the resilience of the organization. Research has revealed that employees who are experiencing positive emotions are more creative, flexible and innovative. They are better able to see the big picture and are better corporate citizens.

The practice supports employees in focusing on what they can control versus things outside their control. Practitioners are encouraged to look for the silver-lining in events they might at one time have labeled as negative. Companies involved in the movement are creating change by focusing on what they want to create versus focusing on a problem.

The article provides testimony from employers who claim to have recognized greater resilience in their organizations due to the support of coaches and trainers who use Positive Psychology as the foundation for their work. The skills taught through the movement make employees and organizations better able to handle the natural ups and downs of corporate life.

Labels: employee coaching, employee happiness, positive psychology, Wall Street Journal

Join Us for a Free Webinar on February 17 Re-Engage, written by Leigh Branham and Mark Hirschfeld in collaboration with Quantum Workplace, is the culmination of several years of research into the elements that create great workplaces. In this webinar Leigh and Mark will summarize their findings into what creates a highly engaged workplace. They'll: Offer new insights into leadership Discuss the role of employee benefits Define other "drivers" of employee engagement Mark Hirschfeld has 20 years of experience in organizational consulting, executive coaching and development, business marketing and management. He consults with professionals globally, providing services in employee selection, management development, team building and surveying. Leigh Branham has 30 years of experience in business, education and management consulting. Leigh is an author of three best-selling books; Keeping the People Who Keep You in Business,The 7 Hidden Reasons Employees Leave, and co-author of Re-Engage. Reserve your Webinar seat now at: https://www2.gotomeeting.com/register/517876226

Wednesday Feb 17 10:00-11:00am CST

The Employee Engagement Network, hosted by David Zinger, just released a new e-book titled: "Employee Engagement- Powerful Sentences of Advice for Managers". Over 100 experts on employee engagement, including yours truly, contributed the one most importance sentence of advice they have for managers who want to improve the engagement of their employees.

While one sentence of advice can hardly cover the complexities of the topic, I found it an interesting challenge. Here's what I wrote: "Engagement is about capturing the hearts and minds of your team, open your heart and show you believe in them and truly care about them as people and they will move mountains."

Let's face it, most managers have little control of the over-arching factors that have a significant effect on employee engagement. They typically have little influence in shaping the vision and values of the company, the behavior and communication practices of the top leaders, or employee benefits and development budgets within their organization. Yet great leaders can thrive in almost any circumstance, and great supervisors or managers can inspire employee engagement and loyalty, often notwithstanding what is going on in the larger organizational culture.

Have you ever been lucky enough to work for a manager whose belief in you and in the co-workers on your team was absolute and unshakable, who consistently and open-heartedly demonstrated their concern for each you as unique and valuable individuals? Unfortunately, it is rare. Too rare. While I have had some great bosses over my career, I can't honestly say that I have ever experienced that level of leadership excellence.

I have seen examples of it though. I remember seeing a speech by the great coach Jimmy Valvano, head coach at North Carolina when his underdog team upset a vastly more talented Houston team for the NCAA championship in 1983. When asked about the secret to motivating a team to succeed despite insurmountable odds, he would point to the magic of really believing in his people. He often believed in his people more than they believed in themselves, and that unshakable belief is what made his team overcome the odds. Coach Valvano was a man who lived with an open-heart, someone who loved and cared deeply for the people in his work life as well as his family life.

Most of us save our love for family and a few close friends. Maybe that's why it is so unusual to find managers who care deeply about their people as people. The old adage "People don't care how much you know until they know how much you care." has been attributed to many authors and has been used in many professions. If you are a mid-level or front-line manager in a larger organization, it is the single most effective way to improve employee engagement on your team. It also happens to be the most rewarding and way to live your life.

Visit http://www.jimmyv.org/ for more open-hearted inspiration. Then download a no cost copy of the e-book for 100 more great one sentence ideas to improve employee engagement.
http://www.davidzinger.com/wp-content/uploads/Employee-Engagement-Manager-Free-Ebook.pdf

As I contemplate resolutions for the coming year, I can think of nothing better than to commit to the over-riding goal of making 2010 a year of appreciative inquiry. I resolve to look for moments in which I am performing at my best, and to cultivate more of those moments.

This is top of mind since we recently completed an employee engagement project for a client where they identified this same focus as the obvious next step in developing self-directed collaborative teams. The power of this approach is apparent in it's contrast to the traditional problem-focused gap analysis perspective so common in traditional management philosophy.

The shift is simple, but not easy. Individuals and organizations have been steeped in approaching problem-solving from a "what's missing" perspective for so long that our natural inclination is to try to "fix" what's wrong rather than build on what's right.

If you are interested in making 2010 a year to focus and build upon what's right, I recommend that you consider adopting the appreciative inquiry approach. An excellent introduction to Apprecitive Inquiry can be found in Sue Annis Hammond's Thin Book of Appreciative Inquiry, (2nd edition). We often recommend it as a great way to introduce leaders and managers to a new way of approaching organizational change and problem solving.

I am so looking forward to finding the best in 2010! Won't you join me?
Happy New Year!
Tom Rausch
Leadership Beyond Limits

Right Management, a ManPower Company. surveyed more than 900 workers in North America and asked: Do you plan to pursue new job opportunities as the economy improves in 2010? The results were shocking:
--60% - Yes, I intend to leave
--21% - Maybe, so I'm networking
--6% - Not likely, but I've updated my resume
--13% - No, I intend to stay

It is obvious that too many employers neglected employee needs in dealing with the economic downturn. However, there are 5 areas employers can address to mitigate this negative impact on employee engagement:

#1: While the future might look grim in the eyes of some employers, employees
at other companies are working hand-in-hand with their supervisors to create a
positive future for the company.

#2: While some employers are hiding bad news from their employees, other
companies are keeping their employees informed and updated, even if the
news isn’t always good.

#3: While some employers are cutting jobs or scaling back on promotions, other
employers are helping their associates see opportunity in the midst of the crisis
for their own growth and development.

#4: While some employers may be instituting hiring freezes and cutting back on
perks, others will continue to find ways to reward those who are taking care of
customers and keep them coming back.

#5: While some employers are scaling back employee benefits, others are
committed to helping maintain the health and vitality of those who work for
them.

For details on how some employers are actually beating the odds and holding the line or increasing employee engagement see: http://www.leadershipbeyondlimits.com/2009/01/how-to-gain-ground-in-economic-downturn.html

Labels: Best Places To Work, employee engagement, workplace culture