Best Selling Author, Speaker and Consultant
Best Selling Author, Speaker and Consultant |
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DESTINATION: WORK How to Create an Engaged Workforce and Build a World Class Business Organization The level of employee engagement is extremely important because it's the primary driver of a company's financial performance. That being said, most businesses don't do a good job of engaging their employees--not because they don't try, but because they don't know how. Experts have estimated that the average employee works somewhere between 30% and 50% of what her or she is capable. This means that 50%-70% of their potential goes unutilized every day. Destination: Work is a completely new method of managing people that will show you to tap into that unutilized potential. When you manage using Destination: Work, your employees will create a competitive edge for your company that your competitors can't easily copy--your costs will be significantly lower due to greatly reduced turnover, absenteeism, theft and accidents, while your revenue dramatically goes up because your newly engaged employees are actively searching for innovative ways to improve products, services and customer experiences. And, here's the kicker: There's no cost associated with implementing Destination: Work--it's absolutely free. Ross Reck will show those who attend this program how to:
Course Description Engagement is the term that is used to describe a situation where people are excited about coming to work and working hard. When people are engaged, they give all their energy, creativity and passion to performing their jobs. Generally speaking businesses do not do a very good job of engaging their employees and this is true worldwide. Towers Perrin, in their Global Workforce Study which surveyed 88,600 employees across 18 countries, found that only 21 % of employees are engaged. That means 79% of employees are not working up to their potential. Experts have estimated that the average employee works somewhere between 30% and 50% of what they are capable. That means 50%-70% of their potential goes unutilized every day. Just think of how successful businesses could become if they could figure out how to tap into that unutilized potential. Destination: Work is a completely new management model that will show you how to tap into that unutilized potential. When you manage using Destination: Work, your employees will create a competitive edge for your company that your competitors can't easily copy—your costs will be significantly lower due to greatly reduced turnover, absenteesim, theft and accidents, while your revenue dramatically goes up because your newly engaged employees are actively searching for innovative ways to improve products, services and customer experiences. All of this will help your business make the leap from being a poor, average or good organization to becoming a World Class organization. And, here's the really good news: Creating an engaged workforce costs you absolutely nothing—it's completely free! In addition, it requires no additional effort, it drives your productivity and profit to the next level and, the impact is Immediate—you won't have to wait six months or a year to see improvements—you'll see them right away. Objectives Upon completion of this program, participants will know how to:
Module 1—The Problem: The Low Level of Employee Engagement Worldwide The first part of this session presents the business case for creating an engaged workforce. The level of employee engagement is extremely important because it's the primary driver of a company's financial performance. Companies with high levels of employee engagement are more profitable, their stock prices consistently outperform the market and they experience significant cost savings due to reduced employee turnover, absenteeism, theft and accidents. In addition, employees at companies with high levels of engagement provide superior customer service which results in loyal customers and all-important increases in market share. The fact that some people are engaged at work while the vast majority of others aren't tells us that engagement is all about two things—people and their motivation. This brings up the age old question of what really motivates people. In the second part of this session, participants will discover the truth of what really does motivate people at work. Topics Include:
Module 2—The Cause: Businesses Insist on Using a Management Paradigm That Doesn't Engage People—It's Called the Control Paradigm The purpose of this session is to answer the question, "Why don't businesses do a better job of engaging their employees?" A lot of people would like to place the blame on senior management and they are partly to blame. But, the real culprit is that the traditional methods of managing that are available today don't work because they're based on a management paradigm that doesn't engage people. In fact, it actually prevents people from becoming engaged. It's called the Control Paradigm. The Control Paradigm states that people at work can be externally controlled, through the use of authority, rewards and punishment, to perform at a high level in the pursuit of organizational goals. In other words, through the right mix of tangible rewards and punishment, management can align peoples' financial self-interest with the interest of the organization. The Control Paradigm assumes that the average human being has an inherent dislike for work. Furthermore, this dislike is so strong that management must counteract it with the use of control because if people are left on their own at work, they'll accomplish very little. This faulty set of assumptions has given rise to the traditional management model that the overwhelming majority of business organizations use today. It's called Management by the Numbers. It's also known as Management by Command and Control. One of the more common depictions of this model is presented below: Management by the Numbers
In this session, participants will use what they learned in Session 1 to critically evaluate Management by the Numbers. Topics Include:
Module 3—The Solution: Businesses Need to Abandon the Control Paradigm and Replace it With a Paradigm that does Engage Employees—it's Called the Engagement Paradigm As Albert Einstein put it so aptly many years ago, "Insanity is doing the same thing over and over again and expecting different results." The purpose of this session is to answer the question, "If we're going to abandon the Control Paradigm, what do we replace it with?" The Engagement Paradigm states that when people are provided with the opportunity and support necessary to satisfy needs that are important to them (their needs for equality, autonomy and meaning), they will manage themselves—they no longer need a boss. In addition, they will give all their energy, creativity and passion toward performing their jobs which, in turn, creates a competitive edge for the company that can't be easily copied. If you want to see this in action, take a look at companies like Google, USAA, 3M, JetBlue, Zappos, WD-40 or W. L. Gore & Associates. Unlike the Control Paradigm which is based upon a completely erroneous set of assumptions about people, the Engagement Paradigm is based upon a set of facts that have been obtained through research. The following facts were taken from the Towers Perrin Global Workforce Study which involved 88,600 employees across 18 countries: First, people want to know that their senior management truly cares about them. Second, people are more than willing to work hard, they want to give more to their jobs and they want to learn and grow. Third, people very much want to work for an organization that strives for excellence. This set of facts gives rise to a new management model called Destination: Work which is presented below: Destination: Work
In this session, participants will use what they learned in Session 1 to understand how and why this new management model works.
Module 4—Implementation: Developing a Plan to Create an Engaged Workforce and Build a World-Class Business Organization for Your Company In this final section of the program, participants will utilize the Implementation Guide shown below to develop a plan for implementing Destination: Work at their company.
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Implementation Guide Step One: Create a Single Status Culture Based on Mutual Trust
Step Two: Jointly Develop a Compelling Vision of Excellence
Step Three: Leaders Need to Connect People's Need for Autonomy and Growth to the Pursuit of the Vision
Step Four: Maintain the Culture/Update the Vision
Note: This program will also include exercises, case studies and one or more DVDs showing the Engagement Paradigm in action. |
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