It was a pleasure speaking with Jim Blasingame, host of the Small Business Advocate program, about how to identify, diminish, and prevent professional burnout. Listen to our two-part conversation.
||January 4, 2017
||Interview with Jim Blasingame: Preventing Burnout
||Small Business Advocate
In 2016 you received the results of your company’s employee engagement survey. They were disappointing. In 2017 you need to understand why and make changes that will boost employee engagement.
Suppose you could hear the honest truth about what the people you are responsible for leading think you should do to engage them? Here’s what it would most likely sound like if communicated through a wise and capable spokesperson.
Could something as simple as regularly having a meal with colleagues to discuss work experience-related issues help reduce burnout? It seems too simple doesn’t it? Although several factors contribute to burnout, there is good reason to believe connection practices such as taking time to talk with others over lunch or dinner provides a measure of protection. It is certainly having that desired effect at Mayo Clinic.
Photo of Jeff Webb courtesy of Varsity Brands
As football season begins, millions of fans are excited about cheering on their favorite high school, college or NFL teams. The best teams, those that are competitive over time, benefit from having a winning team spirit.
A winning team spirit is a mood that fills an individual or group with life. It brings about enthusiasm, energy and engagement, and helps the team perform at the top of its game. Therefore, every leader who aspires to lead his or her team to sustainable success – whether in the sports world or business world – must be able to create and maintain a winning team spirit.
The prevalence and extreme nature of star systems today contribute to widespread employee disconnection and disengagement. Here’s why.
Vision represents the cultural element of inspiring identity. As the following story illustrates, inspiring identity is a crucial factor in team performance and can help organizations overcome tremendous obstacles.
Unnecessary rules and excessive controls devalue people by making them feel that they are not trusted or respected. A leader who micromanages his people will not engage or energize them.
Micromanaged employees are more likely to feel disconnected because it is a universal human need to have a reasonable degree of autonomy or freedom to do our work. When people have autonomy, they have a greater sense of control and experience personal growth as they develop new skills and expertise.
I’m pleased to announce that Dr. Todd Hall, chief scientist at E Pluribus Partners, will join me on July 12 for a webcast hosted by the Human Capital Institute. We’ll discuss why traditional approaches to employee engagement don’t work and what you can do instead to develop a culture that fosters high levels of engagement and connection.
Is your organization struggling to improve employee engagement? If so, you’re not alone. Some organizations have become so frustrated that their efforts are failing to produce results that they’ve given up entirely on engagement.
When it comes to employee engagement, programs won’t do it. Something more is required. That something is culture change. But mention “culture change” and people immediately think it will take forever to see a tangible difference. What can be done?
The Association for Talent Development (ATD), which published my new book Connection Culture, featured this article in the April 2015 issue of TD Magazine. Check out “Connect to Engage” to learn how transforming managers into leaders can boost employee engagement.
||April 1, 2015
||Article in TD Magazine