Hi everyone, getting real excited about our upcoming business simulation on Talent. Yes, you know I’m a huge fan of business simulations since they are so effective in teaching major principles of business to your managers and staff.
In this video below, I’m going to explain the major learning points and why you and your team should look into this amazing workshop. I realize I’m biased about this, yet, I’m seen first hand the opportunity to self-discover why things work well and why they fail – without costing me any extra money! Yes, I’ve seen the good, the bad and the ugly things happen on the board – yet, once people learn the right way to do things in business, the only thing you will get is the “good” decisions for your organization.
Talent Reality is all about the Financial Impact of Talent issues upon a business. Participants learn how to effectively communicate with team members; make decisions regarding talent; make decisions regarding the production efficiency of the business; and learn the importance of optimization of people and processes for your organization.
Take a couple of minutes to watch this introduction and take action to join into this highly interactive business simulation takes you on a course of running a business for three years during the one day workshop. Check it out here…
One of the major factors I see when entering a company known for high performance is the feeling you get just walking around in the office. There is a definite high energy level found in these companies and their people are leading the charge.
So how do these organizations engage their people enough to cultivate a high energy environment?
It can be as simple as Eight Factors being in-place to provide the high energy work environment and culture. So here are the eight factors…
We all know that when we are “in the flow” we experience increased performance. This is as true in business as it is true in sports. Our creativity, problem solving, task management, and learning are enhanced.
Flow does not mean doing the same thing every day very well. Although much of life as well as our work does require a bit of routine and sameness, a good by-product of being an engaged employee is the ability to step outside of the comfort zone and into greater creativity.
Engagement is about commitment. Passionate commitment! Employee engagement is not the touchy-feely stuff or positive thinking mantras. It is not job satisfaction. Think about this…. Sometimes people are satisfied doing “nothing”. Is that what you really want?
Engagement at the leadership level is paramount! Studies show that employee disengagement is four (4) times higher for employees who work for a disengaged manager or supervisor. Think about the hard and soft dollar costs of this disengagement scenario!
There is a great book out on leadership. Certainly there are enough leadership books to go around the world several times; but the book, Landing in the Executive Chair, by Linda Henman, relates to F squared, or F2 Leadership. Dr. Henman refers to the F as meaning both Fair and Firm. Accountability!
Henman says, “I have found the direct ties between self-awareness, self-regulation, motivation, empathy, social skill… and business results.” This is how Emotional Intelligence, or EQ, is defined.
Employee Engagement and Emotional Intelligence are about balancing results with relationships. As Henman points out, the further up the ladder you travel, the greater the need for understanding both yourself and others.
EQ can be measured and improved! We have Emotional Intelligence Assessments. For more information call 1-800-452-4036
Remember, emotions are contagious– both the positive emotions and the negative emotions. Likewise, teams have their own collective EQ and this EQ can be either high or low.
Below are characteristics of both types of teams: High and Low Team EQ
There have been numerous studies looking at the effectiveness of EQ. Dr. Galit Meisler from the University of Haifa has done a great deal of research on EQ. Some of his findings relative to employment issues were:
High EQ at Work
According to Willis America, there is a distinct bottom-line difference between high- performing employees and low-performing employees. Let’s cut straight to the numbers:
According to Willis North America, employee disengagement costs U.S. employers $350 Billion per year in lost productivity. Research Works estimates the following index:
- Highly engaged employees: 20%
- Engaged employees: 15%
- Disengaged employees: 40%
- Actively disengaged employees: 25%
High EQ Workplaces experience high employee engagement. Low EQ Workplaces experience high turnover, burnout, low productivity, and declining sales. Now, read these two sentences again and let it sink in…
Say What?? Yes, Low EQ Workplaces can mean big problems to your bottom line!