How to Determine That One “Winning” Metric

Great insight!

Open-Book Coaching

By Bill Fotsch

Some people say the journey is just as important as the destination. That’s certainly the case when it comes to defining winning. True, you want to be sure that the definition of winning you come up with is right. But the process you use to develop that definition is just as important.

We have continually refined our process of helping companies define winning over the past 20+ years. It’s the typical starting point of our work. Our current recommended process involves the following five steps, done in parallel:

  1. Gathering input from all employees through an employee survey
  2. Gathering input from management, using a management questionnaire
  3. Assembling the past five years’ worth of financials, along with budget versus actual for the current year to date
  4. Assembling existing management reports
  5. Gathering input from customers as captured in our customer outreach script. (This will be used in determining your winning…

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Take an “Engagement Selfie”

Here is guest blog by our friend Kevin Sheridan, surrounding engagement.Kevin

“While watching the Chicago Bulls at the United Center, I took this “selfie” and it prompted me to think that every worker needs to regularly take an “engagement selfie.” If you’re not familiar with what this is, let me explain and empower you and your organization.

The Problem with Old Fashioned “Engagement Groupies”

Like Ellen’s famous Oscar selfie — or “groupie” as some called it — earlier this year, employers have been taking “engagement groupies” for years by conducting employee engagement surveys, which group individual responses to protect respondents’ confidentiality. In this process, responsibility for and ownership of engagement rests on the shoulders of employer, creating a paternalistic model where employees have no ownership of and responsibility for their own engagement.

Any relationship should be a two-way street. Whether it’s family, friend, club, church, temple, or community connections, the people involved must give and take to maintain healthy relationships. If one person is always taking and never giving back, others will likely feel the relationship is unbalanced and unfair.

In a work setting, a large part of employees’ engagement stems from their personal choices. I believe each of us wakes up in the morning empowered with the choice of approaching the day and our job with either optimism and engagement, negativity and disengagement, or the apathy that lies in the middle of this engagement continuum.

Are You Making Your Own Luck?

As an entrepreneur, I have a very special appreciation for the importance of self engagement. Anyone who has started a company from scratch could spend hours reciting all the challenges and barriers that threatened the ultimate success of their venture. Almost every successful entrepreneur I’ve known will credit their success to determination and perseverance during the times when all indicators suggested the venture was doomed to fail. Choosing optimism and passionate engagement is what carried them through.

“Luck is the point at which Opportunity meets Preparation,” is a quote attributed to many people, including first-century Roman philosopher Seneca and famed American media mogul Oprah. Whoever said it first had it right, though.

Think about it. Do you make an effort to make your own luck or are you waiting for it to appear from out of nowhere?

Why Every Employee Should Take an “Engagement Selfie”

New situations pose new challenges, and accepting a new challenge begins with choosing an attitude to deal with it. Instead of choosing the road to victimhood and disengagement, we can empower ourselves and choose positivity and engagement.

Try it. Take this free engagement selfie, which will confidentially reveal how engaged you are as an employee, as well as give you useful tips on what you can do on your own to become more engaged at work.

Taking engagement groupies is now passé and antiquated. Still, most organizations aren’t rebalancing ownership of employee engagement to be shared between employer and employees.

Gone are the days when all responsibility was placed on “the company man.”  It’s now time we rebalance the ownership of employee engagement by empowering employees to see how engaged they really are and get useful advice on how they themselves can have a powerful effect on their own engagement.


Kevin Sheridan has spent thirty years as a high-level Human Capital Management consultant and Keynote Speaker.  He has helped some of the world’s largest corporations break down detrimental processes and rebuild a culture that fosters productive engagement, earning him several distinctive awards and honors in the process. Kevin’s premier creation, PEER®, is consistently recognized as a long overdue, industry-changing innovation in the field of Employee Engagement, and his most recent book, “Building a Magnetic Culture,” made the New York Times, Wall Street Journal, and USA Today best-seller lists.


Web page: www.kevinsheridanllc.com

Twitter: @ kevinsheridan12

LinkedIn:  http://www.linkedin.com/in/kevinsheridan1

Email:  kevin@kevinsheridanllc.com


Wonderful blog post by David Kaiser

Here is a fantastic article that was recently published in Chief Learning Officer Magazine by Rob Bogosian titled, “The Perfect Deadly Storm: Corporate Silence.  He starts the article discussing the recent Lufthansa mass-murder suicide and how the organization’s culture contributed to the disaster.  He then walks through various other business corporations outside of aviation that suffered losses due to mis-communication from leadership that directly impacts the organization culture.  Resulting in a culture of silence.

In the article he asks these 4 questions to determine if your leaders within your organization may be operating in a culture of silence.  The questions are…;

How many times in the past three months have leaders in your organization:

  1. Experience the “bovine stare”, or a blank look, when they ask for input from the team?
  2. Had someone on the team disagree with them in a group setting?
  3. Had someone suggest an idea or problem solution that was very different from them or from the common views expressed by group members?
  4. Said to a direct report, “Let me play devil’s advocate” or something similar?

Jcultureust curious to see how many of you out there feel that your organization is one of a “culture of silence” or one that promotes open communication.   There are ten critical statements that are very valuable to use to help determine, identify, and rate your organizations culture.  They are provided in this survey below.

Please help by taking this anonymous quick 10 question online survey  that rates the 10 critical statements to see if your organization’s culture is one of silence or one of openness.  Feel free to use these critical statements from my survey in your organization.  

I will share the results with everyone on a future blog post.  I’m curious to see the results.  I want the results to be authentic so I need your help in taking a few short minutes to complete the survey. Thank you!

Question:  What do you think leaders should do to make a culture that promotes active engagement and openness that will prevent a culture of silence?  Share your comment below.


Branding; by Judy Bell

Today’s Blog Post is from Judy Bell

“People have brands. Companies have brands, both for products and as an employer. Even countries have brands. So what is a brand?

According to Wikipedia: Brand is the identity of a specific product, service, or business. The word brand download (1)has continued to evolve to encompass identity – it affects the personality of a product, company or service.

Stephen Covey lists 4 Cores of Credibility for organizations:

  1. Integrity: Look at your Mission and Values Statements.
  2. Intent: Do your motives and principles build trust?
  3. Capabilities: Can you attract and retain talent?
  4. Results: Do your results create a shared vision?

Does brand matter? It absolutely matters!

Does trust matter? If your customers perceive your brand to be untrustworthy… you might as well close up shop! Sorry… there is just no easy way to say it.”

Remember, if you need any HR or Human Capital management needs we’re always here at HRO Partners.