What is engagement

Why it matters

What YOU can do about It

Engaging Leaders & Organizations

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A Selection of John’s Clients

• Founding Associate at Sino Associates• 9 Years training and consulting experience in

Asia• 7 Years China Leadership Development

Experience• Certified Assessor and Coach – Leadership

Development Profile & Framework (Action Logic)• Certified NLP Practitioner• Personality Type Certified • Reviewing Skills Certified• SPIN Sales Certified• Languages: English, Mandarin, and Italian

A Quick Introduction to John Dorris

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Our Topics and Objective

Define what engagement means

Describe the mindset of an engaged employee

Identify what engaging leaders do differently from other leaders

Review case studies on engaging organizations

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What does it feel like to be engaged?

What does giving 120% feel like?

Work together to make a picture of being engaged

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Our Understanding of Engagement

We describe engagement as: “When employees regularly do what is needed, without

being told, to improve effectiveness and achieve their organization’s vision and goal.”

We believe companies who have engaged employees have better access to their employees’: Sense of Urgency Focus Intensity Adaptability Persistence Personal Initiative

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Take a Moment to Consider…

What % of employee potential or available energy do you think your company gets every day from the following areas: Urgency Focus Intensity Adaptability Persistence Personal Initiative

What % do you think your most significant competitor gets?

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Where Engagement Meets

The feeling of being engaged and the feeling of being able to engage

Do your people DRIVE themselves?

Transformational Leadership and what leaders do to create engaged teams

Do they MOTIVATE employees?

Organization Culture and how it affects engagement

Does it ENABLE people?

Transformational

Leadership

Culture of Engagemen

tCapacity to

Engage

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What is an engaged employee’s mindset?On a scale of 1-5 describe your feelings:

Do you believe your work creates a positive impact ?

Do you feel good after a day’s work?

Can you stay focused for an extended period of time?

How do you feel if your team does NOT hit it’s targets?

Does time seem to fly by when your at work?

Do you feel like you have the knowledge, skills, and equipment to do your job?

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What kind of leader engages you?

What kind of leader creates 120% effort from you?

Work together to make a picture of this kind of leader and their traits

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Compare these two pictures

Is this engaging? Why? Is this engaging? Why?

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4 Keys That Transformational Leaders Use to Access Engagement

1. Leaders create alignment by setting goals that link strategy and individual action

2. They are role models of fairness and consistency toward their team members

3. Engaging leaders motivate team members with appropriate recognition and support

4. They demonstrate and build trust by empowering their key team members

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Creating Strategic Alignment

Core Purpose – Why we exist 核心目的 － 我们为什么存在Core Values – What we believe 核心价值观 － 我们的信念是什么Vision – What we want to be 愿景 － 我们想成为什么Strategic Roles – Our game plan 战略角色 － 我们的策略Vision Road Map– Implementation and Focus 愿景实施路线图 － 战略实施和侧重点Strategic Initiatives – What we need to do 战略部署 － 我们需要做什么Individual Objectives – What I need to do 个人目标 － 我需要做什么

Common Goals共同目标

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Feeling Fairly Treated

“One of problems is that ethics is never a business issue or social issue or a political issue. It is always a personal issue.”

John C. Maxwell

Congruency is the key, leaders are always being watched by their followers

Being treated fairly is 100% subjective When was the last time you felt you were treated

unfairly? What about the last time you were treated fairly?

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Recognition and Feedback

What do these two topics have in common?

What is different between the two? What kind of feelings do they create?

The key to both of these skills is that they are communicated regularly and timely

What kind of impact can this kind of leadership communication create?

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Empowerment and TrustImagine this scenario…Your manager trusts in your

ability to get things done in your department

So much so you can never delegate responsibility or develop your employees to take over your responsibilities

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Let’s take a quick break!

Be ready to continue in fifteen minutes

Welcome Back!

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What would it look like to work at 120%?

Imagine that when you go to work tomorrow everyone is at 120%

Work together to make a picture of what this would look like

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4 Keys Found in Engaging CulturesGive your organization a score 1-5

1. Alignment between vision, Core Purpose and individual contribution

2. A culture of consistency and fairness

3. A culture that learns and adapts to change

4. An atmosphere that involves teams in their work

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Vision AlignmentDo the people where you work know the organization’s vision?Do they feel like their work goals contribute to the

organization’s purpose/ mission?

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A Culture of Consistency and Fairness

Ask yourself the following questions: (quantify your answer 1-5)

Do people at my office find it easy to reach agreement across departments?

Do the people on my work team share my values? What about other departments?

Do my colleagues understand how their work impacts each other?

Do people where I work feel like the people management systems are fair?

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Learning and Change Orientation

Think of the last time your team failed to achieve an important goal

Did your colleagues share information to help each other grow from the failure?

Did your team adopt new ways to face the problem in the future?

Did people learn from the failure?

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What is the atmosphere like at a company with involved teams?

The atmosphere in the organization is trusting, supporting, and caring.

People are proactive and willing to expand their work roles and show team skills.

Does this sound like your team?

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Why Does Engagement Matter? Take a moment to brainstorm as a small

group

A recent global study by Tower Perrins showed highly engaged companies to be:

70% more productive

40% more profitable

100% greater share holder value

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Engagement Check List

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So What Can You (HR) Do About It?

1. Hire people who are easier to engage An engaged mindset can be assessed at the

point of hiring through target interviews and psychometrics

2. Benchmark your organization There are plenty of organizational diagnostics

available Currently Sino Associates is sponsoring a China

wide engagement survey and the service is FREE

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So What Can You (HR) Do About It?

3. Build an Engaging Culture Start at the top and create a clear localized vision

for the next 10 – 20 years Ex. Global Vision – Be a global leader in x product supply Ex. Localized Vision – In 2020 we will double our product

turnover Identify your localized Core Purpose Identify your localized Core Values and their

behavior traits Detail your organization’s strategic roles Build a vision road map and share it down the

company gathering bottom up feedback

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So What Can You (HR) Do About It?

4. Develop Engaging Leaders Create an awareness and buy-in to your local vision Create projects to share the vision and tie it to

performance evaluation and coaching Emphasize effective communication that regularly

recognizes achievements Create opportunities for leaders to share feedback and

information and show them how to do it right Remind them about and coach them for congruency to

create a fair work environment Train them to be effective at empowering others

through coaching and delegation

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Any Questions?

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What Are You Going to Do?

Work in small teams

Tell us what you are going to do to improve engagement

Give a short presentation

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Thank You!

For additional feedback or questions contact:

John DorrisSkype: john.dorrisE-mail: john.dorris@sino-associates.comMobile: 13603099924