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Engage Your Teams & Grow Your Career

Engage for (career) success

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Key message: welcome, our mission and why it's important.

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Welcome to this event - so thrilled to have you all here with us - I know there are many other things you could have chosen to have done with your evening so I salute you and thank you for being here.

Engage for Success has got a mission and our mission is around the awareness of engaging with our people as our core approach. Highlighting it’s benefits to everybody and helping people with the practice of engagement so that we can improve it.

The reality is that a third of people (you lot) you are like me and LOVE work - I LOVE helping people accelerate their careers. I've been at a meeting all day and I am still raring to go tonight as I am like I love talking to people about their careers and especially about the power of engagement in a career context… So there are this third of us who just love what we do.

Then there is the middle third you are a bit meh - works ok it pays the bills…

And the final third think “you lot are crazy work is awful!”

And as we spend 35% of our adult walking life at work that is a bit of an issue - did you know if you have a bad boss you are more likely to have a heart attack, if you don't enjoy work your kids are more likely to mid behave and you are likely to have less sex!! No matter whether you consider your work a job, a career or a calling this stuff is important! Thanks to Kevin Kruse for bringing those stats o my attention by the way -

As a result our companies don’t perform as well and ultimately the UK is losing £340 billion per year... So you see we have a real challenge on our hands and that is what engage for success is here to help solve.

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Engage for (career) success

TAG - ADD DETAILS OF YOUR SPEAKERS / TAG / GROUP

Ali Godding

Career Development Director

Engage for (career) success group

Creator & Programme Director

The Career Leap

George Koulouris

Engage for (career) success group

Founder & CEO

of Protégé

James Court-Smith

Senior Adviser to Engage for Success,

Co-Chair of Steering Group

Engage for (career) success group

Director of Stillae Ltd

Key messages: What is Engage for (Career Success), vision for this role and group, transition to the word is changing,

INSERT YOUR PICTURES / YOUR TAG/REGIONAL GROUP - YOUR STORY OF INVOLVEMENT IF APPLICABLE

I have been involved in Engage for Success since I was seconded to the core team about 5 years ago…remaining as a volunteer ever since and I recently rejoined the core team for a very clear purpose. To raise the profile of the topic with career oriented folk as I believe it is one of the biggest competitive advantages a professional can have in their career - there is such a gap that those who can genuinely engage others, galvanise their energy and deliver results with and through others in a way that doesnt burn them out, that doesn't lead to HR issues or tribunals… but instead energises them! Enables them to give their best ideas, to truly bring their best selves to work - that is a powerful skill to have. So I want to shine a light on the fact that if we ENGAGE our teams we WILL grow our careers as well as a happy byproduct, to demonstrate the link and to make it an easy approach to take.

I want to bring that idea into the consciousness of ambitious professionals from all avenues- yes HR and Comms - but also beyond that - into the roles that deliver the business proposition - operations managers, sales managers, marketing professionals, project managers, tech team leaders and those aspiring to be leadership roles - our leaders of the future…

I was fortunate enough to meet George who has a similar vision and so we got our heads together and came up with this group event… He will tell you more later about how you can get involved if you feel called to do so once you have heard from all the speakers...and had a chance to get your head around what this is all about

SO… lets dig into some of the detail - why is this even a even a ‘thing’... nobody goes to work to actively upset people right?? How have we got ourselves into this situation of so many of us at the very least two thirds and by some estimates far larger numbers feeling frustrated and demotivated with their work and their companies…. We believe that it is as a result of a number of different forces coming into play all at once - the world that has changed - and continues to change...and yet in the sphere of work we have yet to adjust and adapt - in many organisations people are still treated much as they were in the industrial revolution - as if there were mere ‘resources’ - not human BEINGS - at the very least based on the same ideas and assumptions about the world - which, as we know is changing rapidly.

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Today (CHANGE AS APPROPRIATE TO YOUR EVENT)

3

Short Talks

6:45pm - 7:05pm

Group Discussion

7:05pm - 7:45pm

1-to-1 Sessions

7:45pm - 8:15pm

Mingle

8:15pm - 9:00pm

Clear out

9:00pm

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The World Is Changing

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THE WORLD OF WORK IS CHANGING

I wanted to highlight just a couple of the driving forces I don’t have time to go into all but let me just pick out a couple (FEEL FREE TO EXPAND ON WHICH EVER ASPECTS ARE MOST RELEVANT TO YOUR AUDIENCE)

Technology: It was only 15 years ago I was managing a transformation project at an exec search and selection firm I worked for because the consultants had been given computers - when previously they had a phone and only the administrators had computers and did the admin for them! Now of course technology has moved on again and again since then beyond recognition…knowledge is not held by the few but accessible by the many. On the one hand we are all over connected yet some are more isolated than ever.

Customers: are more savy than ever and lets not forget our employees are customers too, and our expectations of work are informed by our experiences in the wider world - if I can easily access information on this that and the other, why does it take so long to find out how much holiday I have left!

People: We know that trust in leadership in business is at an all time low… there is no deference - no more you say “jump” and I say “how high?” - I am going to ask you “WHY?!”

There's a global 'trust gap' between leaders and employees. Employees consider trust more important now than ever, but their levels of trust are on the slide.��So says the Forum Global Leadership Pulse Survey, which found that while two-thirds of employees rated their trust level as only moderate, more than nine out of ten said that it was 'highly important' to have leaders they could trust.��The trust gap didn't stop there. A stark mismatch of perceptions about behaviour was discovered between employees and their leaders. More than 70 per cent of leaders said they often or always acknowledged their mistakes, but only 15 per cent of employees said the same of their leaders. When it came to saying sorry for mistakes, 87 per cent of leaders said they often or always apologised - but only 19 per cent of employees said that this was the case.��Does it matter? The report said, yes - very much. It said that burying mistakes or blaming others for them can badly damage trust. Meanwhile, it found a strong link between employees' ratings of trust and their ratings of their managers' willingness to acknowledge and apologise for their own mistakes.��Leaders can get it wrong in other ways too. Being inconsistent, lying, not following up on commitments, lacking transparency, not leading by example, poor communication, gossiping behind people's back were found to account for 80 per cent of responses about how leaders lose trust.��

�At Engage for Success we don’t offer a hard and fast definition of engagement - you know it when you see it - you FEEL it… there are lots of definitions and the right one will be based on your specific organisaiton - YOUR culture.

Sometimes it is easier to identify what it is NOT...

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It’s not…..

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It’s also not….

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It’s not this either…

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To me engagement feels like this…. INSERT A PICTURE HERE THAT BRINGS ENGAGEMENT TO LIFE FOR YOU

EDIT TO INCLUDE A PICTURE THAT CAPTURES WHAT ENGAGEMENT LOOKS / FEELS LIKE TO YOU AND INCLUDE YOUR STORY THAT BRINGS THE PICTURE TO LIFE.

This is what it looks like to me - 4-5 years ago we had launched the Engage for Success movement more widely - it was one of the most engaged teams I've had the pleasure of working in. And the reasons were this…

I was really clear on where we had come from, what we were aiming to do now, and my part in it; where we had come (an initial report to government from David and Nita MacLeod Report - that instigating the formation of a Task Force. Which is still very much in existence and in fact we have the pleasure of James Court Smith supporting this event and who will be sharing some robust evidence of the link between engaging your teams and career prospects.

I had brilliant manager -

The structure was very flat and I had the opportunity to work directly with and for the incredible minds that started this thing. David would text us after a meeting congratulating us on our contributions. We had regular coaching sessions where he would challenge me stretch me but on an individual basis. And my direct boss the lady on the bottom left was just as supportive, challenging and inspiring.

Each of the team had a voice - our ideas and feedback were valued - challenging the plans at the right moments was encouraged and as a result the launch was better. I remember a key moment when I was trying to get a point across in a meeting (somewhat badly!) and I wasn't being understood. David who was chairing stopped all the talking over each other and said - Ali explain what you mean in more detail. I felt heard! In this specific instance my idea was not taken forward but consensus was far easier as we each felt genuinely heard.

Finally our values of being open and inclusive and having integrity were embraced by everyone - there was a team spirit - one of the best I’ve know. Before a short break David sent me a note to say “enjoy your time off and forget all about work”. I knew he meant it because I'd seen him do the same. That's integrity! I knew it wasn't fake or barbed.

This very photo was taken on a team night out where we all had a lot of fun. Funnily enough - and quite rightly so - this reflects exactly what we encourage in others.

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Case Study #1

FMCG with ‘000s of LMs

Managers with more engaged teams are 50% more likely to be rated above Meeting Expectations (than managers with less engaged teams)

They are also 32% more likely to be promoted by the following year

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Case Study #2

Public Sector with ‘00s of LMs

Managers with more engaged teams are 40% more likely to be rated above Meeting Expectations (than managers with less engaged teams)

They are also 21% more likely to be promoted by the following year

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Engage Your Teams

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You help your people understand the story of the organisation/project and where they fit into it - where it has been, where it is going and what we need to achieve together to get there. (strategic narrative)

You are not afraid of people challenging your views or the views of the organisation - you can handle this with elegance and are able to build consensus and agreement so things can move forward. You see your people and their ideas as a valuable part of the solution - not the problem (employee voice)

You act with integrity doing what you say you will do. No say/do gap. You bring the values of the company / project to life - is innovation part of your culture? If so you don’t punish someone for experimenting if it goes wrong, you celebrate the attempt and explore what was learned. If safety is a primary value then compliance should be demonstrated by everyone regardless of status (organisational integrity)

4 THINGS YOU CAN DO IMMEDIATELY IN YOUR CAREER…. Either with a team of direct reports OR with a project team.

Because historically we HAVE been talking to HR and comms then we do have some rather corporate language as part of our legacy so I have taken the liberty of translating the enablers for us somewhat… but then put ‘our language’ in brackets so you can recognise it on the website if you come to explore it.

The original McLeod report found that those companies where high levels of engagement existed all had 4 things in common. We call them Enablers. So it is quite handy really that we have 4 things that we can tell you about that we KNOW enables engagement to exist. Which is exactly what I described earlier in my best working experience. So I will just ask you this:

Do YOU know where your organisation has been, where it is going and what you and your team need to contribute to help it get there - how to you articulate that to your team? In 121’s at team meetings?

How do you balance giving your people space and support they need? - its usually different for everyone - how do you know what will best work for a given individual?? Ask (what motivates you about…) and observe what do they complain about…?

How do you respond when someone challenges an idea you had? - do you go on the defensive? Or do you explore what they have offered you and see where it leads? No doubt this can be challenging - I know this is the the area I have had to work the most on - not because I don’t value others input but because I do get that little knot in my stomach that says - FFS can’t we just get on with it!! Often those of us willing to lead also have So we often have to work to overcome that…

How do you make it safe I mean REALLY safe for people to offer their ideas and suggestions?

Do I do what I say I am going to do, when I say I am going to do it, and if i don’t, do I offer an apology?

You don’t have to take my word for it - later we will hear from James Court Smith - on of our task force members who will share some hard evidence that there is a link between those managers that engage their teams are also positioned nicely to be able to grow their careers…

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Speed Mentoring, Round #1

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PAIRS UP WITH

EXPRESSES 1 CHALLENGE

OFFERS ADVICE

WHISTLES AFTER 6’

STOP AFTER 7’

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Speed Mentoring, Round #2

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2.

3.

4.

5.

PAIRS UP WITH

EXPRESSES 1 CHALLENGE

OFFERS ADVICE

WHISTLES AFTER 6’

STOP AFTER 7’

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What next? Resources for you...

http://engageforsuccess.org/engage-career-success

http://engageforsuccess.org/manager-team-leader

And we have created a website full to the brim of resources and ideas and tools to help us all in this endeavour so please feel free to check that out...

If the topic of employee engagement and career development interests you then go to http://engageforsuccess.org/engage-career-success where you will find an online masterclass for this topic going even more deeply into the case studies AND providing 4 specific steps you can take to engage people with your purpose / project , the PDF of the case studies, template slides in case you want to do something similar in your next meeting / event and a radio show episode on this topic .

If you are interested in how to engage your team then the http://engageforsuccess.org/manager-team-leader would be a great place to investigate next as it has an abundance of tools and resources to support you as a manager / team leader.

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Welcome to the Community

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Get Involved...

http://engageforsuccess.org/what-you-can-do

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THANK YOU / QUESTIONS

Engage for (career) success

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