What's your best strategy to engage leaders and managers?

Many examples are already been given around Org goals alignment. Adding a layer of learning organization. Building a culture of learning and sharing promotes community learning and engagement. If leaders & Managers are given opportunity to learn, then organization have growth mindset. Also, it enables them to become better coach & mentors to spread the learning. Create a forum where people can ask questions and Leaders answers those question based on their experience. Something like internal Quora.

The first step to engagement is Communication and Collaboration. We engage them with strategic Decision making and aligning them with Organizational goals.

To my mind there is no best strategy to each one is own as in each organisation whatever work some organisation are so cultural driven that at times getting the right cultural ambassadors and positive reinforcements help them at times it's an academic organisation and academic engagement and academic investment helps them what is very essential is we understand the pulse of the people and we create programs around that which will give the right Move in terms of the zing to be right leaders and how these souls will mature into effective leaders as leadership is all about being beyond self

The best strategy to engage leaders and managers is to promote collaboration with a clear purpose. Begin by communicating the purpose and benefits of collaboration, ensuring alignment with the organization's mission. Encourage leaders' commitment and support, as their involvement sets the tone. Create cross-functional teams, set measurable goals, and facilitate open communication. Offer training and recognition for collaboration skills, while also collecting and sharing success stories. Continuously adapt and evaluate the approach to maintain effectiveness. Engaging leaders and managers in this collaborative culture is pivotal for breaking down silos and achieving organizational success.

In order for an organization to be successful, managers & leaders need to take part - An approach that goes beyond the norm: a variety of strategies based on each Member's individual needs and objectives shall be used to set up effective leadership teams. In order to foster greater interaction, promote a culture of growth and development: Support the external learning, create open conversation, Goals and expectations, Implement upward feedback, Cross functional team exposure. Recognize & celebrate team achievements. Create an environment for leaders & managers to be rewarded/encouraged/motivated. Remember, engagement is an ongoing process & you should seek feedback as often as possible, adapt approach to the situation or celebrate success.

Mastering asking, providing, and receiving feedback is crucial for effective leadership. Each of these three elements holds equal importance. Proactively seeking feedback is a fundamental step toward enhancing performance and building skills. This process is referred to as an art due to the delicate balance required in communication, particularly when addressing poor performance or inappropriate behavior. The ultimate goal should be to assist others in recognizing their strengths and areas for improvement, thereby increasing their effectiveness and recognition. From my experience, the most productive feedback environment is one where the recipient trusts the provider and does not feel judged.

Establish regular feedback loops to gather insights from leaders and managers. Use their feedback to refine strategies and address any challenges or concerns promptly.

In my opinion, understanding leadership is crucial when it comes to feedback and recognition. A mental skills map can aid in comprehending the actions and behaviors of leaders and managers. Once I grasp who these individuals are, I can understand their behaviors and orientations, and translate this into a systematic approach for feedback and coaching. By incorporating personal skills and situational communication, detailed feedback can be provided. This allows for the offering of targeted actions and behavioral options, as well as the expression of acknowledgment and praise to the leader. Various methods and systems can be applied to make this tangible and effective.

Absolute clarity of the business direction, growth targets and the role they play in delivering it. Engaging your Managers and Leaders in the business plans spreads accountability and drive to succeed and to exceed expectations and targets.

Timely communication in the context of feedback and recognition ensures that leaders and managers receive insights into their performance and contributions when they are most relevant and actionable. This immediacy enhances the utility of feedback for personal and professional development, allowing leaders and managers to adjust and improve their strategies and behaviors quickly. Furthermore, timely recognition of achievements contributes to an immediate boost in morale and confidence, reinforcing positive behaviors and practices promptly.

In my experience, encouraging leaders and managers to create better 'impact' is a good starting point. In most cases, managers are leaders are motivated by what impact they can can create meaningfully. Their own effort to be involved in any decision making process goes up. Rather than treating it as a push process, pull them to participate and get involved.

In one of the organizations I was working for and this was an entrepreneur-run setup, we faced precisely this issue. 15 days after my joining, the owner/MD asks me - leaders do not seem to be engaged, why do you think this is happening? My first question to him was - are they involved in the decision-making process? After some soul searching, the answer from the family (sons/daughters were all at CxO positions) was NO. Start doing this, I said, and see the results. it took some time and a bit of restructuring but finally it did happen!

To engage leaders & managers effectively in decision-making, organizations should establish a participatory culture by encouraging transparency & inclusivity. -Provide leaders and managers with the necessary information, resources, and tools to contribute effectively. -Creating open communication channels for discussions and feedback is essential. -Recognizing and appreciating their contributions, aligning decisions with organizational goals and values, promoting buy-in and collaboration, and implementing feedback mechanisms contribute to their engagement. -Encouraging innovation and risk-taking, as well as linking decision-making effectiveness to performance management and recognition, further engage leaders and managers.

If workers know they can make a difference in the company from their efforts and suggestions they tend to adopt a vested interest in the success of the company. Ignoring worker comments and suggestions, on the other hand, is incredibly unwise. You might as well write their resignation letters for them.

I agree to involving them if it is done at all stages and not once the decision is made. Every leader, irrespective of the size of the team they lead wishes to be heard before any decision is pushed on to them. Getting them to participate will get far reaching acceptance since they know their people (and people’s need better) than anyone else.

It’s often that SMEs are organically promoted into leadership roles with little to no actual on-the-job people leadership experience or knowledge. Having a tailored coaching and development framework for new people managers is critical to ensuring they are set up for success with the basics of leadership such as performance reviews, driving team engagement and having difficult conversations.

In various leadership teams and organizations it is important to learn how decisions are made. It is necessary to determine who the opinion and influence leaders are. Often times, it is not the head of the organization. Therefore, capturing support and buy-in for ideas and initiatives among these opinion/influence individuals is vital to selling your endeavors!

Sometimes we forget that leaders need/want development too, not just our front line employees. In my experience, asking them some open questions around "what do you see as your next step" and "what training do you think you need to get there", can be a good start

Curate programs meticulously, aligning them with organizational goals and objectives. Design these programs or trainings to address critical aspects, such as the changing work landscape. Incorporate collaborative exercises and a capstone project to enhance engagement and practical application. This approach ensures that training initiatives not only meet current needs but also foster teamwork and skill application, enhancing their overall effectiveness.

Just as Billy Beane revolutionized baseball in "Moneyball" by introducing data-driven analytics to an old game, create opportunities for managers and leaders to learn new technologies and methodologies to drive success. Support the learning financially, allow them time to pursue it, and make the learning part of their evaluation. Make sure they put their learning to practice, reward them for it, recognize them for it, and have them mentor someone in their new skill. ? Lifelong learning is the key to both personal and professional growth, and it keeps people growing and engaged at all levels! It also drives the bottom line. #Engagement #Leadership #Wellbeing #Success

I guess my opinion fits into wellbeing more than any other aspect. Help the managers and leaders build a strong network. We naturally gravitate towards people who are similar to us (cultural background, language, region, titles, departments, kind of work etc) and the network does not grow beyond a closed group of people. This limits our feelings of "Belongingness". So it is crucial to create open houses, get-to-know forums, and cross-functional collab opportunities for leaders and managers to learn about each other's work and reach out for help when needed. There is nothing more valuable than helping them build social capital at work.

What is well-being for me, doesn't have to be for everyone. Make sure to have employees suggest and come with their needs, and you act on delivering what they need. For this, first you have to work on creating culture of open and honest communication.

The key is to have meaningful and deep conversations. There is no work-life balance these days. There is work-life blend. We need to ask more questions, rather than provide anwers.

As an Empowerment Strategist, I believe that nurturing the well-being of leaders and managers is crucial for fostering a motivational mindset and resilience within an organization. By implementing flexible work arrangements and promoting work-life balance, we empower individuals with the personal and professional freedom to perform optimally. Encouraging healthy habits and offering wellness programs align with my vision of transformational leadership, where leaders are supported holistically, ensuring clarity in their roles and the ability to manage change effectively. Remember, a supported leader is an empowered leader, ready to drive growth and innovation.

Engaging leaders by prioritizing their wellbeing is crucial. Offer resources for stress management, encourage work-life balance, and provide opportunities for personal development. When leaders feel supported, they're more likely to be engaged and effective in their roles.

In my experience, the best strategy for engagement requires clarity and understanding of the business goals. Leadership is a title that is earned and not given. You can become a great Manager/ Leader if you believe in your people, engage with them on a personal level, celebrate small wins, engage them in meaningful discussions, promote collaboration, invite input/ suggestions, build a culture of respect, show empathy towards your peers. In summary, have a vision, invest in your team, mentor, delegate responsibilities and empower them. Once you do this, success is just around the corner. Treat your people as you would like to be treated. Before asking, give. Your team will respond in kind.

Foster engagement through clear communication, active listening, recognizing achievements, and providing opportunities for leadership development. Cultivate a collaborative environment that values their input and encourages continuous improvement.

Build a diverse group of leaders and managers who are curious, willing to learn, and accommodate ideas and inputs from people unlike them. This obviously starts from the top and forms the very fabric of the organisational culture that needs to be inclusive of leaders in a way that every individual, no matter their identity or origin, is given an equal opportunity to grow into a leadership role.

In my previous company as HR Shared Services Manager, I orchestrated the program of ‘Reciprocal mentoring’ or “upward mentoring” for senior managers to be co-mentored by junior employees. What I found in this intergenerational mentoring, is that senior executive mentees initially struggle to give up control to the junior mentors. Only when the senior person is willing to role-model the skills of mentoring first, and encourage the junior person to step into the role when ready, will we begin to see the benefits of reciprocal mentoring. Some of the benefits of reciprocal mentoring could involve: 1) technology & knowledge transfer; 2) understanding intergenerational gaps; 3) retention of junior employees; 4) diversity awareness.

Organizations promote excellent widget makers to widget supervisors and then wonder why the fail, knowing full-well it requires 2 very different skill sets. If a leader is lucky enough to receive training and development, there is still the pressure to perform more than a full plate of duties and the focus on learning is divided. Even when attending an excellent leadership training course, once it's over, there is no time to apply and synthesize what was learned. Regardless of how many training and development opportunities thrown at a leader, they will likely feel overwhelmed by the responsibilities, number of meetings, performance goals, and employee situations they have to deal with. Engage them by giving them time to be leaders.