29 min

86: The Root Cause of Employee Dis-Engagement with Tevis Trower The Modern Manager: Helping Managers Create and Lead Successful Teams

    • Business

With so much emphasis on employee engagement programs, there is very little emphasis on the root cause of employee dis-engagement. Despite the overwhelming research on the negative effects of employee dis-engagement, very little is actually being done to move the needle. No amount of money or attention on employee reward programs, wellness efforts, or engagement programming will make a difference if we don’t address the underlying issue.  
Tevis Trower helps organizations optimize their most precious assets: humans. As a “corporate mindfulness guru” she has served clients in over 70 markets, clients include HBR, YPO, PWC, KKR, Soros, Bloomberg, Viacom, Google and AOL/HuffPo on mindfulness, executive lifestyle, mastery, innovation, and sustainable success. She's a forever beginner guitarist, snowboarder and surfer.
Tevis and I talk about the power of the beginner mindset, the root causes of employee dis-engagement, how to gain perspective on your own behaviors that could be contributing to a poor culture, and the challenges of trying to change the leadership above you. 
Read the related blog article: Why Isn’t Your Employee Engagement Program Working?
Join the Modern Manager community (www.mamieks.com/join) by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible. 
If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 
KEY TAKEAWAYS
When you have high expectations of yourself and you’re in the beginning or early stages of your skill development, it can be hard not to judge yourself. Instead, especially in areas that are for fun (e.g. hobbies) and you won’t ever be an expert, give yourself permission to be an “always beginner.”  An “always beginner” has the mindset that I’m learning exactly what I should be, I’m as far along as I should be, and I’m enjoying this moment for what it is without the pressure of seeing it as a only a step to some desired future. It’s challenging to live the values we preach inside our organizations. Just knowing them and believing in them is not enough. As individuals, we’re not good at examining our own behaviors and how they are disconnected from the values we promote (e.g. respect, teamwork, appreciation for the whole self, etc) People get on board conceptually, but until there is a leader who is willing to do the work on themselves, and provide the resources for others to do that deep behavior-change work, the values won’t come to life. Beware of hiring a C-suite level role to ‘deal with’ the culture problems. These challenges below to the entire C-suite and shouldn’t be designated to one person.  Ask people for feedback - directly or anonymously - on your behaviors to help build self awareness. Do an inventory of your life over the past 1-5 years of all the things that have gone wrong and all the worst interactions you’ve had at work. Look at each of them as if it was a movie: look for how your actions or choices contributed to the issue or interaction. What them

With so much emphasis on employee engagement programs, there is very little emphasis on the root cause of employee dis-engagement. Despite the overwhelming research on the negative effects of employee dis-engagement, very little is actually being done to move the needle. No amount of money or attention on employee reward programs, wellness efforts, or engagement programming will make a difference if we don’t address the underlying issue.  
Tevis Trower helps organizations optimize their most precious assets: humans. As a “corporate mindfulness guru” she has served clients in over 70 markets, clients include HBR, YPO, PWC, KKR, Soros, Bloomberg, Viacom, Google and AOL/HuffPo on mindfulness, executive lifestyle, mastery, innovation, and sustainable success. She's a forever beginner guitarist, snowboarder and surfer.
Tevis and I talk about the power of the beginner mindset, the root causes of employee dis-engagement, how to gain perspective on your own behaviors that could be contributing to a poor culture, and the challenges of trying to change the leadership above you. 
Read the related blog article: Why Isn’t Your Employee Engagement Program Working?
Join the Modern Manager community (www.mamieks.com/join) by February 11, 2020 to be eligible to win a full behavioral, motivational, and axiological analysis and a 90-minute debriefing. These tools will gather information about your brain type, communication type, motivational orientation (what moves you), emotional consistencies (what emotions you rely on for decision making), effective nature, default instincts, emotional needs, self-esteem, self-direction, practical thinking, structured thinking, work/role-awareness, etc. One member will be drawn at random but you must join before February 11th, 2020 to be eligible. 
If you work for a nonprofit or government agency, email me at mamie@mamieks.com for 20% off any membership level.
Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. 
Help me write my new book! I’m researching what makes a manager great to work for. Share your story and experience at www.managerialgreatness.com Help spread the word, too! Share the link with friends and colleagues. 
KEY TAKEAWAYS
When you have high expectations of yourself and you’re in the beginning or early stages of your skill development, it can be hard not to judge yourself. Instead, especially in areas that are for fun (e.g. hobbies) and you won’t ever be an expert, give yourself permission to be an “always beginner.”  An “always beginner” has the mindset that I’m learning exactly what I should be, I’m as far along as I should be, and I’m enjoying this moment for what it is without the pressure of seeing it as a only a step to some desired future. It’s challenging to live the values we preach inside our organizations. Just knowing them and believing in them is not enough. As individuals, we’re not good at examining our own behaviors and how they are disconnected from the values we promote (e.g. respect, teamwork, appreciation for the whole self, etc) People get on board conceptually, but until there is a leader who is willing to do the work on themselves, and provide the resources for others to do that deep behavior-change work, the values won’t come to life. Beware of hiring a C-suite level role to ‘deal with’ the culture problems. These challenges below to the entire C-suite and shouldn’t be designated to one person.  Ask people for feedback - directly or anonymously - on your behaviors to help build self awareness. Do an inventory of your life over the past 1-5 years of all the things that have gone wrong and all the worst interactions you’ve had at work. Look at each of them as if it was a movie: look for how your actions or choices contributed to the issue or interaction. What them

29 min

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