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21	Transitions
with	David	Zinger
Site:	www.davidzinger.com
Email:	david@davidzinger.com
The	New	Employee	Engagement
Good	work	done	well	with	others	every	day
There	is	no	way	to	engagement,	to	engage	is	the	way
Achieve Results
Build Relationships
Cultivate Wellbeing
Engage	the	Revolution
End	engagement	circling	around	work,	management,	leadership
Have	engagement	in	the	in	the	center	of	work,	management,	and	leadership
Begin	with	the	End	in	Mind	– Stephen	Covey
Change	Begins	with	Transition	– William	Bridges
Ending	------- Neutral	Zone	------- Beginning
1
End	our	work	on	engagement	if	we	are	not	prepared	to	really	work	at	engagement
2
End	uncritical	examination	of	employee	engagement
End	trust,	experts,	and	best	case	to	being	skeptical,	relying	on	employees,	and	test	case
3
End	mechanical	metaphors	of	levers	and	drivers	to	enablers
4
End	engagement	as	something	we	do	to or	for employee	to	what	we	do	with employees
5
End	a	focus	on	engagement	as	a	general	feel	good,	satisfaction	thing.
Ask:	Who	is	engaged	with	what	for	how	long	and	for	what	purpose?
6
End	our	search	for	answers	and	pursue	good	questions
7
End	jargon	and	complex	definitions	to	something	everyone	can	understand
Good	work	done	well	with	others	every	day
8
End	iatrogenic	disengagement…	i.e.	Fantastic	Place	to	Work
9
End	the	false	term	discretionary	effort,	it	is	all	discretionary
10
End	seeing	disengagement	as	a	punishable	offence
11
End	anonymous	surveys
12
End	failing	to	go	to	employee	to	ask	them	what	we	should	be	asking
“never	do	anything	about	me	without	me”
13
End	a	focus	on	attitudes	and	emotions	to	focus	on	actions	and	behaviors
14
End	asking	survey	question	that	you	cannot	or	will	not	respond	to
15
End	spending	our	engagement	money	while	giving	our	data	away
16
End	failing	to	use	surveys	as	engagement	triggers
17
End	depriving	employees	of	their	own	engagement	data
18
End	believing	someone	is	responsible	for	engagement	other	than	the	employee	themselves
and	end	failing	to	educate	employee	on	the	benefits	and	the	skills	of	engagement
19
End	seeing	engagement	as	an	additional	extra
Engagement	is	how	we	lead,	manage,	and	work
20
End	housing	engagement	in	HR
21
End	the	use	of	the	phrase	employee	engagement
To	engage	is	how	we	work,	manage,	and	lead
Begin	The	New	Employee	Engagement
The	10	Blocks
① Achieve	Results
② Maximize	Performance
③ Path	Progress
④ Build	Relationships
⑤ Foster	Recognition
⑥ Master	Moments
⑦ Leverage	Strengths
⑧ Make	Meaning
⑨ Enhance	Wellbeing
⑩ Enliven	EnergySMALL SIMPLE SOCIAL STRUCTURAL SUSTAINABLE
Employee	Engagement	is:
Good	work	done	well
with	others	every	day.
SPECIFIC STRATEGIC
End	our	webinar.	Ask	and	answer	the	following	question:
What	can	I	do	right	now	to	improve	engagement
for	myself	or	someone	else	in	the	organization?

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21 Transitions to the New Employee Engagement