Tag: Culture

It’s an employee culture trap

The waiting.

The doing nothing.

It’s an employee culture trap.

We’re caught in this profound, literally hopeless dilemma.

So we entertain, distract, and medicate ourselves to make it through another day.

Wait.

Step back from your daily routine and elevate yourself high enough to look down and see the whole show – to see what you never see.

You’re too close to see it.

But if you were an experienced business advisor and executive coach, you’d see it easily and clearly.

Here’s the good news, the fear you feel from a brutally honest assessment is the catalyst you need – a glorious gift – to rethink your situation.

It’s important to level set the premise here: You have to find your own motivation to invest the time and effort to .think differently and begin to .do .differently

Otherwise, the next sentence will go in one ear and out the other.

From deep and personal rethinking, you will evaluate your priorities. Odds are good you have the right priorities, however, odds are high your priorities need some reshuffling. This reprioritization is the key to unlocking an intentional future.

Try that on for size: Intentional future.

Imagine how easy it is to recommit to your future with the recalibrated set of employee engagement priorities.

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Confused by abundance and easy access?

We can access all the employee engagement information in the world.

At anytime, from anywhere.

The cost?

Free.

So why are we stuck?

Why are we still battling the whack-a-mole reality?

Sound familiar: Your day is filled with one pressing operational issue after another. Most of it is stuff that wasn’t on your calendar.

Here’s why.

We are desperately in over our heads and unwilling to publicly admit our lives (professionally and personally) are taking a toll on our employee engagement effectiveness (and, by the way, on our health).

The antidote?

A better set of employee engagement blueprints to build a better, healthier employee culture.

Your next step is to identify several world-class organizational culture architects and hire the best fit.

Wait, i get it, you’re in charge and you don’t need to do anything you don’t want to, especially when the price is high.

Waiting and doing nothing are the twin siblings of organizational (and personal) decline.

Let that sink in.

Okay, the ball is in your court.

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This website is about our BODY. To read today’s post about our SPIRIT, click here.

Radically ask for better employee engagement blueprints

What you know about employee engagement comes from what you’ve done, read, experienced, taught, written, thought, and dreamt about.

Even with all that going for you, odds are high you’re still yearning for better, simpler, more profound and actionable information.

Have you considered asking for more, and for better?

Have you considered being radical in your asking?

Some say, “Ask and you shall receive.”

i say .think .differently about employee engagement.

Keep your questions ridiculously simple and be radical in asking for better blueprints.

No one builds a cathedral without blueprints.

Why would your employee engagement legacy be any different?

Why would your company’s employee engagement culture be any different?

Why?

How’s that for a radically simple question?

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This website is about our BODY. To read today’s post about our SPIRIT, click here.

Looking Back, Now Will Have Been A Bargain

The cost for adding employee engagement enhancements always seems expensive at the time.

The price you pay for all those years living without the enhancements is literally impossible to recoup.

This so-called price you pay takes the form of lost growth and revenue, unrealized organizational vibrancy, turnover costs, unintentional transfer of intellectual property to your competitors, and the slow and steady erosion of an already unstable foundation.

What would it take for you to see – and act on this reality – that it’s such a bargain to begin transforming now.

Now.

As in there’s no time to wait.

One small step forward.

Right now.

Awareness is the first step to recovery.

Simply admit, right now and unequivocally, your employee engagement culture is unhealthy and needs a doctor.

The cost for an architect to draw a new set of blueprints is exponentially less costly now than what it will cost you in the future.

You cannot build from a plan you can’t see on paper.

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This website is about our BODY. To read today’s post about our SPIRIT, click here.

Why would you settle when it’s not necessary?

The only limitations you have are those you impose upon yourself.

Struggling to create a better employee engagement?

Challenged to create a vibrant employee engagement culture where at least 80% of your   employees are rate your leaders as very good or excellent?

Challenged to create a vibrant employee engagement culture where at least 51% of your leaders are rated by employees as excellent?

Do you have a personal conviction that good and very good aren’t good enough?

Do you understand the dramatic difference between an excellent employee engagement culture’s ability to yield excellent results, a very good culture getting very good results and a good culture getting good results?

Can you articulate the difference between a good culture and an excellent culture; and the difference between a very good culture and an excellent culture?

If you can, and i’m assuming you can, why would you settle?

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This website is about our BODY. To read today’s post about our SPIRIT, click here.