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Building Engagement: The Key Variable in Personal and Professional Success

In the realm of employee engagement, understanding the individual, not just the program, is paramount. Dr. Marshall Goldsmith emphasizes the need for a new model in planning life and work, focusing on personal accountability and the effectiveness of daily questions to foster engagement. He discusses the global decline in employee engagement, exploring the impact of distraction on goal achievement. By examining the duality of determinism and free will, Dr. Goldsmith highlights the elements we can control to enhance happiness, meaning, and overall engagement at work and home.

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Building Engagement: The Key Variable in Personal and Professional Success

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  1. Planning Life and Building Engagement Tag & Label Manufacturers Dr. Marshall Goldsmith Marshall@MarshallGoldsmith.com www.MarshallGoldsmith.com

  2. Goals • Understand why the key variable in building engagement is the person – not the program • Be ready to use a new model for planning life – at work and at home • Be able to use the daily question process to build engagement and increase effectiveness

  3. Previous work on employee engagement • NAHR presentation • Recognition, reward programs, training, compensation, empowerment • In spite of all previous efforts, global employee engagement is near an all-time low • Focus on what the organization can do to engage you – not what you can do to engage yourself • The two flight attendants

  4. Learning from a great leader • The key variable for successful coaching is the person being coached – not the coach • Work with people who care • Get them to take responsibility for their own lives • If they don’t care – don’t waste your time • If you don’t care – don’t waste your time

  5. The key variable is the personnot the program Four major studies: • Leadership development – ‘Leadership Is a Contact Sport’ • Research on happiness and meaning – and the impact on satisfaction at work and home • Active vs. passive question research • Active question study

  6. What happened? • We generally know the person that we want to become • Why don’t we become this person? • Millions of Americans: • Disengaged • Depressed • Not achieving personal goals

  7. Why is change so difficult? • New Year’s resolutions that are never achieved? • Coaching clients that don’t change? • Our daily failures to do – even the small things – that we plan?

  8. A ‘perfect storm’ for distractions • Emails, cell phones, tablets, texting • On demand TV, movies, games • Social media • Multi-tasking • ‘The dream’

  9. Classic delusions • The planner bias • The ‘understanding – doing’ gap • It won’t take that long • It won’t be that difficult • The high probability of low probability distractions

  10. The great Western disease I will be happy when…

  11. The great engagement myth Employees will be engaged when…

  12. Determinism vs. Free Will • Determinism (our choices are determined by our environment) • Free will (we make our own choices) • The age old philosophical debate • Almost all work in engagement is deterministic

  13. A tale of two Goddesses Fortuna vs. Disciplina

  14. Fortuna • Luck • Random chance • Uncontrollable variables • Fate • Half a trillion dollar investment • What we cannot control

  15. Disciplina • Hard work • Discipline • Education • Frugality • Motivation • What we can control

  16. Success and failure • When we succeed – we tend to credit our own efforts – what we can control • When we fail – we tend to blame the environment – what we cannot control

  17. Reciprocal determinism I create it and at the same time it creates me

  18. Two simple definitions • Determinism – the hand of cards that we have been dealt. • Free will – how we play the hand of cards that we have been dealt.

  19. What is deterministic(we cannot change) • Genetics • Age • Most macro issues • Other people (short term) • The past

  20. What is choice(we can change) • Ourselves • Attitude • Behavior • Learning • Influence • Our team • Our function • Our company (long term)

  21. MOJO That positive spirit toward what you are doing now that starts from the inside and radiates to the outside

  22. MOJO is a function of: • Person • Activity • Time

  23. Happiness and meaning • Defined from the inside not the outside • Changes constantly as we journey through life

  24. The MOJO ParadoxOur default reaction in life: • …is not to experience happiness • …is not to experience meaning • …is not to be engaged • …is to experience inertia

  25. Why the ‘old world’ of work is disappearing • The changing nature of professional work • The ‘old IBM’ vs. the ‘new IBM’ • The increased pace of change, connectedness and expectations

  26. Achieving both personal and professional success Sacrificing Succeeding Sustaining Long-Term Benefit Surviving Stimulating Short-Term Gratification

  27. MOJO Test • Think of a typical day at work • What percent of your time is spent on each in each of the five categories? • What changes can you make to increase short-term gratification? • What changes can you make to increase long-term benefit?

  28. The MOJO Survey Percent of time spent: Work – Home Surviving 14.4 --- 11.4 Stimulating 15.2 --- 21.2 Sacrificing 17.8 --- 15.4 Sustaining 22.7 --- 21.9 Succeeding 29.9 --- 30.1

  29. The MOJO Survey • There is an incredibly high correlation between scores at ‘work’ and at ‘home’. • Our experience of happiness and meaning says as much about ‘us’ as it does about ‘it’. • Spending time with people we love, is highly correlated with over-all satisfaction at home and at work.

  30. The MOJO Survey • The only positive correlation with overall satisfaction at ‘work’ or ‘home’ – comes with increased hours in succeeding. • Just increasing short-term happiness (stimulating) does not increase overall satisfaction at work or even at home.

  31. A new model for planning the future • Creating ourselves • Creating our team • Creating our function

  32. Becoming the personwe choose to become + CHANGE Creating Inventing Adding Eradicating Improving Eliminating Preserving Maintaining Reducing Making Peace Delaying KEEP - Accepting

  33. Creating • Creating the person that we want to become • Blocks to creating • Fears that inhibit creating • The role of identity (self-stereotyping) • Hope for the future

  34. The identity matrix Future Created Identity Programmed Identity Other Self Remembered Identity Reflected Identity Past

  35. Preserving • What do we want to preserve? • Gratitude for the past • Why too much focus on preserving can be a problem • Kodak • The new IBM • ‘Tradition with a future’ • Who should you thank?

  36. Eliminating • Knowing what to eliminate • Knowing when to eliminate • The danger of over-commitment • The challenge of new technology

  37. Accepting • ‘Letting go’ of the past • Am I willing at this time? • Forgiving • Prioritizing • Accepting environmental limitations

  38. Effectively influencing decision makers • Learning from Peter Drucker • Decision making and power • Knowing the customer • Being an effective salesperson

  39. Becoming the personwe choose to become + CHANGE Creating Inventing Adding Eradicating Improving Eliminating Preserving Maintaining Reducing Making Peace Delaying KEEP - Accepting

  40. Applying this model • To ourselves • To our team • To our function • To our company

  41. Daily Question Process • The Checklist Manifesto • Why the process works • How the process works • Applications on employee engagement • The Ford weekly review process

  42. Making engagement a choicenot a deterministic result • Passive questions lead to making the environment responsible • Active questions lead to making ourselves responsible • Active vs. passive question research

  43. Three groups –‘before and after’ measures • Training and follow-up – active questions • Training and follow-up – passive questions • Training and no follow-up • No training (control) • Initial study results – ACTIVE questions make a difference!

  44. Happiness Means by Condition on a -3 to +3 scale

  45. Meaning Means by Conditionon a -3 to +3 scale

  46. Engagement Means by Condition on a -3 to +3 scale

  47. Six active questionsDid I do my best to: • Be happy? • Find meaning? • Be fully engaged? • Build positive relationships? • Set clear goals? • Make progress toward goal achievement?

  48. That boring meeting! Imagine that you were going to be tested on: Did I do my best to: • Be happy? • Find meaning? • Build positive relationships? • Be fully engaged? What would you do differently?

  49. The two week study • You will get an email every day for two weeks – asking six active questions • You will receive ‘before and after’ questions • The daily process takes just a couple of minutes

  50. Active question research • 2037 participants – 44 studies • 31% reported improvement on all six items • 62% reported improvement on at least four items • 88% reported improvement on at least one item. • Almost no one reported any negative change

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