Employee Engagement, Employment, Judy Bell Tuesdays

Likeability… You Go First


Judy Tuesday is back with this post from Judy’s website.download (1)

“I have read several blogs lately on a variety of topics such as:

  • Trust
  • Credibility
  • Likeability
  • Collaboration

All had the same familiar theme… in order to “up” the ante for you, you must up the ante for others. One of the blogs was a book review of “Enchantment,” by Guy Kawasaki. Kawasaki says there are two types of people in the world:

  1. Bakers
  2. Eaters

drawingsmileyfaceHe says, “Eaters think zero-sum. They want the biggest slice of any pie. The bakers don’t see the world as zero-sum game. They want to make more and bigger pies. And bakers are more enchanting than eaters.”

Can’t wait to read the book!

“You can make more friends in two months by becoming interested in other people than you can in two years by trying to get other people interested in you.” – Dale Carnegie”

 

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Danny Gattas, Employee Engagement, Judy Bell Tuesdays

Did Your Employees Quit and Forget to Tell You?


Originally Posted by the lovely Judy Bell at her download (1)website.

This is a take from the old saying that “people retire ON the job”, instead of “from the job.” Similarly, there is a great book titled, “I Quit… But Forgot to Tell You!”, by Terri Kabachnick.

The book is about disengaged workers and it outlines the cost to U.S companies… excess of $250 billion in 2002 numbers. Can anyone begin to guess what disengagement costs today?!

According to Kabachnick’s research:

  • “Most disengaged workers were once engaged, caring workers.”
  • “Disengaged workers are not necessarily poor performers.”
  • “Disengagement usually begins with either a new boss or a boss who becomes disengaged.”
  • “Disengagement often occurs after changes in the responsibilities of a position.”
  • “Disengagement begins when learning and development end.”

How might a manager or CEO begin to rebuild engagement? Here are 6 ways to begin:

  1. Make sure you have each employee working in a job that matches his or her abilities and strengths
  2. Celebrate each employee as the unique contributor they are
  3. Make certain that positive recognition is a regular part of the company culture
  4. Coach problem performers up, over, or out!
  5. Provide growth opportunities for Top Performers!
  6. Provide the leadership needed for Total Engagement

– Judy Bell

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Company Culture, Judy Bell Tuesdays

Organizational Values Drive Culture


Below is a copy of a blog from Judy Bell at Judy Bell Consulting 

“Does your company have a set of clearly defined and clearly stated values? If not, now is the time to determine, define and declare your values. As you begin the process, keep in mind that companies don’t have values. The employedownload (1)es inside the company…at all levels… have the values. Values that are determined by the employees and communicated regularly are the ones that begin to take root and ultimately become your culture.

Executive and employee alignment with the values is an integral part of a positive and healthy culture. Everyone must “walk the talk” of the values each day for all to see. How employees view the culture inside an organization ultimately determines the company’s brand, positively or negatively. It can be said that, “Culture is the internal brand that ultimately affects the external brand of the company, its services and its products.” Judy W. Bell

Let us help you define your values. We have leadership and management expertise to help develop the values that will positively impact your internal culture.”

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Company Culture, Judy Bell Tuesdays

Organizational Values Drive Culture


Below is a copy of a blog from Judy Bell at Judy Bell Consulting 

“Does your company have a set of clearly defined and clearly stated values? If not, now is the time to determine, define and declare your values. As you begin the process, keep in mind that companies don’t have values. The employedownload (1)es inside the company…at all levels… have the values. Values that are determined by the employees and communicated regularly are the ones that begin to take root and ultimately become your culture.

Executive and employee alignment with the values is an integral part of a positive and healthy culture. Everyone must “walk the talk” of the values each day for all to see. How employees view the culture inside an organization ultimately determines the company’s brand, positively or negatively. It can be said that, “Culture is the internal brand that ultimately affects the external brand of the company, its services and its products.” Judy W. Bell

Let us help you define your values. We have leadership and management expertise to help develop the values that will positively impact your internal culture.”

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Judy Bell Tuesdays

Spiritual Intelligence


Originally posted at Judy Bell Consulting written by the lovely Judy Bell her self  

“We hear adownload (1) good bit more about Spiritual Intelligence today than we did a decade ago. The term was coined in 1997 by Danah Zohar and explored in her book, “Rewiring the Corporate Brain.” With Ian Marshall, she defined Spiritual Intelligence as:

“ …the intelligence that makes us whole, that gives us our integrity. It is the soul’s intelligence, the intelligence of the deep self. It is the intelligence with which we ask fundamental questions and with which we reframe our answers.”

The definition of Spiritual Intelligence used by Tony Buzan is, “one’s awareness of the world and your place in it.” It should be noted that “spiritual” does not mean religion. A person may be very religious but not have spiritual intelligence. Likewise, a person may be very high in spiritual intelligence but not belong to a specific religion.

Most people who subscribe to the idea of a spiritual intelligence maintain that it can help us by:

  • Developing a relationship with our Highest Source
  • Help in the quest for the “meaning of life”
  • Set our moral and ethical compass”
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Judy Bell Tuesdays

Is your pink slip showing?


Originally published at Judy Bell Consulting

 

 

TalentWarEven if you still have your job intact you probably have a close friend or relative who is diligently looking for work. It seems almost no one is immune to the stressors of worrying about job security.

Keeping yourself up-to-date in your field always makes good business and personal sense! But it makes extra special sense in the job market today. Human beings are set apart from the rest of the animal kingdom because we are goal-driven. It is in our human nature to enjoy growth of the mind. Learning keeps us active and engaged.

“I am learning all the time. The tombstone will be my diploma.” – Eartha Kitt

In the current job market it is even more important to stay abreast in your field and your industry. It may seem that you have no control over your job. But if you don’t have control, who does? You may not have control over whether you continue to work at XYZ Company, but you can begin to control your chances of being employed. “Employability” should be your focus.

Questions to begin the process:

  • What do you enjoy doing?
  • What are you doing when you lose all sense of time and space? In the zone…?
  • What are your natural talents?
  • Are you continually learning?
  • How is your energy level? (diet, exercise, sleep habits, spiritual life, and general health)
  • Are you active in your community, industry, associations, and your specific field?
  • Have you kept your certifications and professional designations up to date?
  • Are you reading the right books and periodicals?
  • Is your resume current?
  • Do you have personal and professional goals?
  • Do you have financial goals?
  • How strong are your communication skills, both written and verbal?
  • Are you up-to-date with technology?

These are the types of things that everyone needs to work on perfecting. A question worth repeating… “If you are not in charge of your career, who is?” – Judy W. Bell

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Employee Engagement, Judy Bell Tuesdays

Employee Engagement is Energy… Not Satisfaction


Originally Published by Judy Bell of JudyBellConsulting

“Engagement is about commitment. Passionate commitment! Employee
engagement is not the touchy-feely stuff or positive thinking mantras.download (1)
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!

To ensure engagement is present at your company, make sure training
begins at the top. If you have disengaged leaders, train them up,
over, or out! The next step is to make sure your hiring decisions and
practices are driven by engagement factors. Your company and your
employees carry a brand. Can you define that brand? Is it the brand
you truly want?

Featured Image -- 398Start now to determine what you will do to keep your employees engaged
and productive! This is a leadership success skill!”

Here at HRO Partners, we are here to provide the best practice HR solutions. Please don’t not hesitate to contact us at 901-737-0123 or by email at info@hro-partners.com

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