I am excited to announce that a new and expanded edition of my book Ingaging Leadership will be published soon by Motivational Press. Please visit this blog often to know more about it.
Today, I would like to share just a small selection of the big ideas the book contains. They are 21 focused and powerful steps you can take today to build a more Ingaged workforce.
21 Steps to Build a More Ingaged Company
- Strive to create an organization where everyone works together in partnership.
- Invite and encourage everyone to define, shape and implement the organization’s vision and mission.
- Ask for help and offer it when needed, because doing so is a sign of strength, not weakness.
- Work side-by-side with employees to create individual plans for their growth and advancement in the company.
- Cultivate a culture where negativism is discouraged and good attitudes take hold.
- Enable people to do what they want to do, instead of telling them what to do.
- Explain what the company is doing, clarify the reasoning behind plans, and invite people to contribute.
- Fight complacency (“if it ain’t broke . . .”) and lead a search for opportunities to grow.
- Involve employees in long-term succession planning that helps them shape a bright future for themselves and for the organization.
- Invite everyone to help create strategic plans for long-term growth.
- Listen actively and attentively, but stay attuned to hearing what other people say that is right, not what is wrong.
- Set aside personal opinions and allow people to try things that are risky if they truly believe in them.
- Make “big questions” (“What do we stand for?” . . . “What makes us unique?” . . . “What makes people want to work here and build their future with us?”) a central part of company life discussions and processes.
- Offer benefits that are so good, employees would never think of working anywhere else.
- Invite people to help plan and create a company that values families and a healthy work/life balance.
- Openly share company financial data and other critical information, so that all stakeholders know how the enterprise is really doing.
- Recruit and hire employees who have not just skills, but values that fit with your company’s.
- Solicit 360ᴼ feedback about their own leadership activities, and share that feedback with everyone.
- Surround themselves with people whose skills and abilities are different from, or better than, their own.
- Take pains to differentiate facts from opinions.
- Utilize performance reviews as opportunities to discover new ways for employees to develop their own visions and plans for their futures in the organization.