Tag Archives: disruption leadership matters

How to dis-engage an employee

In the ever-evolving landscape of organisational dynamics, maintaining high levels of employee engagement stands as a paramount challenge for leaders. However, as evidenced by the disheartening tale of “Samantha”, sometimes leaders unwittingly catalyse the very disengagement they seek to avoid. Let’s delve into Samantha’s narrative and extract invaluable lessons on how not to disengage an employee.

Samantha’s journey begins within a semi-government organisation, where she, a seasoned procurement professional, finds herself amidst a series of leadership tumults. Initially recruited by her manager’s manager, she steps into her role with optimism, only to find her manager conspicuously absent, leaving her to bridge the gaps.

Unexpectedly, both her immediate manager and manager’s manager exit the organisation, thrusting Samantha into an acting manager role. Despite her competence, Samantha harbors no aspirations of climbing the corporate ladder, content with contributing as a high-performing team member.

However, the plot thickens when Samantha is encouraged to apply for the permanent managerial position. After a seemingly promising interview process, she receives an offer that not only falls short of her expectations but also undermines her worth and experiences a slap in the face to her dedication and commitment.

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Australia’s employee engagement is 23% – this is a leadership problem

Given Gallup’s recent report that employee engagement in Australia is only at 23% (matching the global average), increasing it is vital not only for your organisation’s success but for the staff and their success and, therefore, the success of our society.

What is happening in organisations has a MASSIVE impact on the world we live in.

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It is time to give away 10,000 free #1 bestseller audio and ebooks

How to get a FREE copy of my #1 Amazon Kindle Bestseller Audio and ebook versions

Many of you would be aware that I recently had surgery to replace my right hip. The surgery has gone very well and I am now back on my feet, which is great 😀 👏 .

A few Sundays ago was the first time I had been to a function at our local junior football club, of which we have been members for 15 years and for which I have held many roles, including having commenced the girls junior football program back in 2015, which is still going strong today 👊.

As a result of a story too long to share, I had a box full of my books that didn’t cost me anything. I thought to myself, “Who could I share these with? How can I share some ❤️?”

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How to use Collective Inquiry to take effective action

Collective Inquiry is the name I use for the process to help people manage complex challenges and identify practical actions they can apply to either resolve or lessen the impact of the challenge.

The process enables the collective wisdom of the participants to be surfaced, which builds trust and facilitates ownership of the eventual actions. Please give it a go and let me know what you think in the comments.

Collective Inquiry is summarised in the following seven steps, each of which are explained in more detail, below:

  1. Get the “right” people in the room
  2. Identify existing challenges and select the one that will create the most significant benefit if resolved or lessened
  3. Consider why the challenge exists
  4. Consider “what if...” scenarios and select the one that will have the most significant positive effect on the challenge
  5. Identify how you will bring your preferred “what if…” scenario to life
  6. Identify actions
  7. Take action

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A counterintuitive plan for 2022

There are many names for what is described as The Great Resignation.

Michele Hunt from DreamMakers.Org calls it The Great Soul Searching. Employees are asking, “Is this organisation worthy of my commitment?” When the answer is, “No”, they are leaving (up to 50% of these folk are doing so even if they don’t have a job to go to). A record 3.98 million Americans per month quit their jobs in 2021, up from the previous record of 3.5 million per month in 2019. This figure does not include redundancies or people “sacked” from their job, and many other countries are experiencing a similar phenomenon.

 

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