Saturday, July 28, 2012

The Leadership question

Have you ever struggled to explain the difference between leadership and management when it comes to your role.

In this You Tube video Tom Peters explains it in a very clear and simple manner.


Tuesday, July 24, 2012

Employee Engagement: Enough!

I really liked this article I read recently by Paul Hebert from Bloomberg.

The recession is no time to worry about employee engagement.

Sure, go ahead and worry about employee engagement. After all, you’re in this fix because of a lack of engagement, right? The lack of sales, lack of new product and service innovation, and the high cost to build, produce, sell, and service are all engagement issues. If only you had engaged employees, all those problems would disappear. “Damn those employees. They should be engaged, and they’re not. We have to engage our employees to survive (cue dramatic fist pound on mahogany table in senior executive conference room.)”

Everyone is focusing on the employee engagement problem. But in reality, now is not the time to worry about finding ways to engage employees. Now is the time to be reflective and address the real issues in business today. Let’s take a cue from the late Michael Jackson:

I’m starting with the man in the mirror
I’m asking him to change his ways
And no message could have been any clearer
If you wanna make the world a better place
Take a look at yourself and then make a change

Yep, it is all your fault.

The problem with focusing on “employee engagement” is that makes it sound as though employees were disengaged because of the lack of employee engagement programs. But engagement programs treat the symptom not the disease.

The real disease is poor management—and that’s you, bucky. Employees don’t need programs and engagement strategies. They need managers with vision, an understanding that employees want and need to work to the best of their abilities. Employees need managers working together toward a shared strategy for the company, not managers that worry about building individual silos. Employees don’t need to be engaged—managers need to be improved. Employee engagement is about having a well-run enterprise based on consistently applied values. Do that, and engagement follows.

Back to work!

I have been absent from my blog over the past few months as I was working night and day on getting the final stage of my PhD over the line. I am delighted to say that it is now complete and has received the official seal of approval - much to my relief! So starting today I hope to be able to continue to post thought provoking articles for internal communication professionals.


Marco Greenberg - Meeting a force of PR Nature

I have this afternoon come out of a truly inspiring session at the International Association of Business Communicators World Conference in ...