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Navigate towards engagement culture in organisation
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Presentation During World HRD Congress in Mumbai, India 16th FEB 2012
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Navigate towards engagement culture in organisation
1.
NAVIGATE TOWARDS
ENGAGEMENT CULTURE IN ORGANISATION Tan Hok Eng Director / Coach / Facilitator © All rights reserved NEWS Training & Coaching (M) Sdn. Bhd.
2.
ENGAGEMENT CULTURE, WHY?
• Everyone has their potential • Business environment • Increase of choices • It is about the people: Values Motivation Empowerment © All Rights Reserved
3.
© All Rights
Reserved
4.
WHY? SOME COMPANY
DO BETTER? • Employee first • Higher Level of Engagement • Engagement at all level • Aligned to organisation vision, mission & values © All Rights Reserved
5.
WHAT IS ENGAGEMENT? Engagement
is a process to align employee’s personal values, goals and drivers with the organization’s vision, strategy and expectations. © All Rights Reserved
6.
ENGAGEMENT SURVEY • Fewer
than 1 in 3 employees worldwide (31%) are Engaged. 17% are Disengaged. India has the most engaged employees at 37%. • Employees who know their manager “as a person”, more likely to be engaged. • Employees who trust their manager or executive, more likely to be engaged. • Engage employees demonstrated clearer & visible actions, while disengaged ones, only talk! No action! BlessingWhite's global Employee Engagement Report 2011 © All Rights Reserved
7.
ENGAGEMENT CHALLENGES • Multi-Generation
Workforce • Business Environment – Faster, Ever changing & Inevitable • Lack of supporting environment © All Rights Reserved
8.
MULTI-GENERATION WORK FORCE
GEN-? Engagement Attitude Work Baby Praise, Loyal, High Authority, Boomers Challenge Commitment To Managerial, 1946-1964 & Motivate Works, Burnout Rule Setter Entrepreneur, Ambitious & GEN-X Hands-Off, Result Focus, Hardworking, Work- 1965-1980 Independence Freedom Family Balance (Flexible-Hour) GEN-Y High Confidence, Bold, Innovation, Team (Millennial – Engagement, Multi-tasker, Clear Oriented, Face book) Coaching, division of work / Meaningful 1981 > Open Channels personal privacy Career Source: http://legalcareers.about.com/ © All Rights Reserved
9.
BUSINESS ENVIRONMENT
Technological & Globalisation © All Rights Reserved NO FIXED RECIPE!
10.
LACK OF SUPPORTING
ENVIRONMENT • Too TASK driven • Driven by business decision • Missing managerial skills • No time to manage peoples! © All Rights Reserved
11.
MOST POWERFUL TOOLS
COACHING Process of Facilitate & Navigate “potential, motivation & greatness” “Need of executive coaching is very strong especially in new industries that are growing fast and face issues of leadership depth” ANURAAG MAINI, DLF PRAMERICA LIFE INSURANCE COMPANY “With fairly senior leaders, acceptance of young professionals as a coach or a facilitator may be tough initially; however what eventually matters is the real difference one can create.” © All Rights Reserved AADESH GOYAL, TATA COMMUNICATIONS
12.
STRUCTURED & INNOVATIVE
MODEL 4 Directions – 3 Dimensions ORGANISATIONAL ORGANISATIONAL INTERPERSONAL PERSON-1 PERSON-2 PERSON-3 PERSONAL © All Rights Reserved
13.
DEVELOP CULTURE OF
ENGAGEMENT 3 DIMENSIONS – 4 DIRECTIONAL Personal Team Organization Direction Personal Team Vision / WHERE? Leadership Leadership Mission Motivation Self Team Values WHY? Motivation Motivation Skills Team Self Manage Execution HOW? Management Limiting Self Team Belief Empowerment Fulfillment Development WHY NOT? © All Rights Reserved
14.
WHERE TO START? •
Fewer than 1 in 3 employees worldwide (31%) are Engaged. 17% are Disengaged. India has the most engaged employees at 37%. • Employees who know their manager “as a person”, more likely to be engaged. • Employees who trust their manager or executive, more likely to be engaged. • Engage employees demonstrated clearer & visible actions, while disengaged ones only talk! No action! BlessingWhite's global Employee Engagement Report 2011 © All Rights Reserved
15.
JOURNEY TOWARDS ENGAGEMENT •
Create a collaborative culture • Top Management buy-in • Well train Mid-Level Managers • Active role from HR © All Rights Reserved
16.
IMPLEMENTATION – WHAT
TO DO? 1. Build internal pool of coaches; *Strategic Business Unit and Human Resources 2. Train Middle Managers on basic coaching skills 3. Get undivided support from top management 4. Select a transparent and structured coaching approaches 5. Measure the success of program to ensure Return of Investment / ROI © All Rights Reserved
17.
QUESTIONS & ANSWERS ©
All Rights Reserved
18.
IN SUMMARY • Framework
to develop engagement culture • Framework to get good clarity, commitment and alignment across organization • Great Company • Happy Family COACHING AS ENGAGEMENT TOOL © All Rights Reserved
19.
Email: tanhe@newscoaching.com
www.newscoaching.com Think Talent Services 619, ILD Trade Center, Sector 47, Sohna Road, Gurgaon--122002, India. Ph: +91-124-4055375 © All Rights Reserved bimal.rath@thinktalentindia.com
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