Science of Engagement Model – how to get results with people?

How to Engage people for the long?term?

No matter what kind of organization you lead, inadequate engagement will likely challenge you. According to the Gallup Institute, the level of actively engaged employees in many European countries is below 10% (average 14%). https://www.gallup.com/workplace/393794/europe-gets-life-right-work-wrong.aspx

This is alarming and dangerous to any organization, likely including yours. Nobody can afford such a waste of effort and money. The path to bankruptcy is short.

• Are you finishing projects well and on time?
• Is there high commitment and accountability?
• Can you trust that performance will not slide soon?

If you are unsure, it is time to look at the issue from a different angle.

How can you provide the right conditions for engagement?

I have created the Science of Engagement model to make it easier for you to understand and implement the necessary steps. It is a systemic approach covering all levels of leadership in your organization.

What is Engagement??In my words, it is?the quantity and quality of focused reflection and action toward organizational goals. So, people think creatively, make decisions, and act to fulfill your purpose.

In general, we have to overcome?resistance?or?avoidance?of changes that are necessary for progress. Robert Kegan calls this Immunity to Change: a mix of lack of awareness, blocked mindset, and poor attitude that prevents people from seeking personal and professional progress.

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So, let's start with the?5 Pillars/Roots of Engagement.

1. Conscious leaders

Leaders are the ones who need to initiate change, so they must be open and conscious—meaning open to so far hidden or unpopular knowledge, such as that surfacing in neuroscience. They must be more aware of how they influence their people's brains and hearts and about the often invisible consequences. They must understand their inner workings and align their values with organizational values—only then can they comprehend and influence others. Lots of personal and professional development is usually necessary.

2.??Personal Energy

Lack of energy is an organizational killer. Average companies simply ignore their workers' health, both physical and emotional.?It is not my business, they say, and let their blue- and white-collar workers struggle—often sick and alone in the ever-more costly and confusing medical systems. Many companies from the Great Place to Work list?are trying to address the issue, yet still narrowly.

Wrong! I often hear that people should care for themselves; it is not an employer's responsibility.

OK, you can neglect my opinion and have less and less energetic employees because most lack the knowledge, means, and skills to keep in best physical and mental shape, especially when overwhelmed. It is your choice to fail or not.

Why do sports teams focus so much on performers' mental and physical shape? And your key workers are business athletes, working much longer hours with much less rejuvenation time than any sports person. How long will they last in the high-stress environment of VUCA?

Employee wellness is quickly becoming the key to effective teams and a healthy organization. Without energy, even keen and willing individuals slide towards engagement oblivion. Sheer will not overcome poor physical or mental health, and we see more and more people resign or let go because of often unrecognized health issues.

3. Human Support

Let's be scientifically straight. We are mammals and cannot escape our mammalian needs. Yet, we are definitely under much more pressure and have a more stressful lifestyle than our house cats and dogs – aren't we? Pets are much more engaged if cared for and "petted."

What does an employee need? According to a recent global ADECCO study, 75% of employees need emotional support, but only 25% of bosses provide it. Other bosses think it is not important or lack the necessary skills. Employees also need kind feedback, not the overbearing one. They need acknowledgment, too.

In short, they need support from the key people around them, foremost from their bosses. Neuroscience repeatedly proves that supported people are happier, healthier, and more productive. So, what are we waiting for? Leaders need to relearn how to foster safe and supportive one-on-one connections because business stands on them.

In the age of expanding technology and high speeds, it is easy to overlook the importance of supportive efforts and see their true correlation with business results. Miss the human support, miss the results.

4. Team Unity

A lone lion will not survive till the next spring.

A lone alpinist will not climb the most important peaks.

United people achieve much more than separated ones. Utmost care is needed to form and develop healthy teams. Genuine human connections foster group cohesiveness and efficiency. This requires knowledge and effort. Team-building and team development activities must be a priority and systematic.

It must be understood that teams and the whole organizations are Human Systems. Leaders must study the subtle knowledge about each team to understand team behaviors. Moreover, if you want self-managing teams, they all must possess that knowledge and learn the skills to communicate and collaborate well.

5. Organizational Synergy

How does organizational synergy influence engagement? First, the critical elements of the human network must be aligned - I mean the organizational vision, mission, values, and strategies.

Do one thing wrong, and the whole construction falls over. I have seen too many companies make grave mistakes, such as developing organizational vision and values without the active participation of every employee.

Once you understand the model, it is time to put it into practice. Not when you are in a deep crisis but much earlier to prevent crises and flourish. No organization can avert all potential problems, but you and your teams can be prepared for the good, the bad, and the ugly.?

Let's climb higher in a good style and breathe easier while achieving extraordinary results.?

Jacek 'Skyski' Skrzypczynski, Human Performance Innovator

Want to deepen your understanding of the Essence of Engagement? Here is a short film: https://www.dhirubhai.net/posts/jackskyskiexecutiveguide_engagement-performance-leadershipperformance-activity-7193228685712211968-Romr?utm_source=share&utm_medium=member_desktop