I did a session a couple of weeks ago for staff at the University of MN on Engagement. In preparation, I did some research on the topic – it’s even more critical in today’s world! I kept coming up with information written for managers. What managers could do to increase the engagement, or line of sight, with their employees. (Part of my research exposed me to the 10 C’s by George Ambler, of the Practice of Leadership) Great, but what if your manager is like other in leadership who seem to becoming increasing disengaged in their own work? Here’s what we get to control:
✓ Clarity
✓ Communication
✓ Career
✓ Collaborate
✓ Confidence
I wanted this workshop to be geared towards employees. Employees who after a quick shot of 45-minutes could control their own Engagement and not have to rely on whether or not their manager was going to do something. Yes, I do believe that managers/supervisors play an important role. AND, I wanted to give some options – choices – to employees. With choice, one can feel empowered! That was my aim for the session.
The X Model
I introduced the X-Model from Blessing White. I’ve gone to this well a number of times for really great resources on Employee Engagement and Leadership Development. The model depicts an apex, or overlap where the organization and individual are getting their goals met. This apex is where employees have maximum satisfaction and organizations see maximum contribution. Cool view if you can get to the apex.
What might you do to get even closer – or stay in – the apex?
What can the individual employee do to take control of their own engagement?
The 5 C’s:
Clarity. Clarity in your role and responsibility within the organization. How does the work you do on a daily basis contribute to the mission of your organization? How does your unit contribute to the overall mission of the organization? Asking for this clarity from your manager, if you don’t already have it is one step to take in increasing your own engagement.
Communication. Regularly have conversation with your manager about your work and your department. This can be formal, like weekly one on one’s. It can also be informal, just stopping in to connect. You might even think about your customers or other stakeholders – how have their needs changed in today’s world? Do they still need the service – or experience – you provided them in the past? Or does something need to change to meet their changing needs? Talk about it. Get in it! This type of communication is important when it comes to engagement.
Career. Find ways in which to have rewarding and challenging assignments, duties, projects, or conversations that will help advance your career – or that will challenge you to think differently in your current career. It’s about networking. Create relationships that you can foster and cultivate. In your organization and out. Another way to enhance your career is by creating an Individual Development Plan with your manager. This allows you to take control of your own career development. It’s also helping with the second C (Communication) of Engagement as well.
Collaborate. Research shows that when people can work together in teams they develop trust and cooperation; they outperform individuals and create relationships with each other. These are key ingredients found in people who are truly engaged in the work they do.
Confidence. Being able to develop in an area in which you are competent and confident creates a stronger sense of engagement with your work. Ask yourself, what is a relevant area that benefits both you and the organization in which you can focus some energy around and increase your confidence? The key is to find the overlap between your needs, wants, and interests and those of the organization. We tend to feel better about the work we do when we know what is expected and when we have the skills to be successful with it.
It’s about developing confidence, not becoming complacent.
When you look at these 5 C’s which one of these can you try on this week? Put your focus on this one C for the next couple of weeks. Might it have a difference in your level of engagement? I can tell you it’s not going to subtract from it.
