Apr 23, 2013

6 Steps of Engagement In a coaching seminar last week I was asked how you engage people - so I created this Bob-o-graphic to help explain E = Energise through objectives. Ask does the personal objective give the person a sense of passion or motivation for what they are trying to achieve? Are you going through the business process of setting a goal or is it tailored to energising them as a key person in your team? N= Numbers do make objectives measurable. But don't sell out and make the objective one that is easy to measure. Anything can be measured if you want to enough. Often people give such a subjective goal as improving a relationship with another function, if it is that important remember this can be measured and must be measured. G= Goals. An objective can take a while to achieve - that's good it is stretching and should push the person mentally. But along the way you need regular sessions - fortnightly at the most monthly on how they are doing, set them little goals at these sessions to achieve by the next session, which will take them closer to their ultimate objective. A= Accountability. The person must understand and subscribe to that they are accountable for delivering this objective. You are their to coach but it is their business objective. Ask the right questions for them to find the right answers to the how.... G=Growth. Often we like to be liked but people need to be engaged so make it stretching no matter what others managers do! You will earn their respect and as they develop and gain success for their achievements they will value the need for stretching objectives and include an element of personal growth and development so that they can see the benefit to them not just the busienss. E=Explain. Critical! The objectives should explain how they can create value, how their role will help the company vision. They need to feel valuable and the need to belong needs to be addressed when making personal goals. Explain how the personal objective links to yours and links to the business growth. To engage is to recognise the most human needs. To engage is to be as clear and as specific as possible. To engage is to speak to the person not the role. To engage is to see it as a continuous process not a one off event.....because to engage is to understand that your role is to foster their talent on a daily basis not to merely tick off an action on today's to do list.
5 Ways to Generate Power of Networks Networks of talent are the new working capital; working in the sense of actively creating business value.....and capital in the sense of needing investment, maintenance to see a return to the bottom line. Human capital is a phrase that has developed over time to represent how your talent is an asset that delivers future revenue streams...and therefore needs protecting, nurturing and growing as part of your human resource management. Over the last decade, the rise of the knowledge economy combined with the ubiquity of the web, I have started to believe that talent has moved from a fixed asset to a fluid (or current) asset. The mobility of talent, the access to information has created the need to see talent as more than just idea creators.....talent needs to be defined differently, seen differently, managed differently. Talent is important however the power of the network is just as important. Networking are at the heart of business. Yes literally when you think of the web...but also as communication and production channels for ideas. Social networking is more than posting a picture of your cat from a business perspective. Social business networking is about Generating the power of connection from your talent base. Here are ways of generating that power Networks are as strong as the connections....how much do you spend time on developing those connections? Do you value networks...do you bring people together...do you provide value into the network? Do you know what and who your networks are? Do you see people as a role or a valuable connection in the network? Do you see talent as fluid and therefore spend time on developing talent to keep them within your network? Do you think about the networks within your business, connected to your business and your personal brand? Have you a plan for each? Related articles Business Anatomy 101 - Business is NOT linear Do you measure your emotional capital? 4 Things to Think About Your Business Today How The Web Has Changed The Talent Search Learn From Oscar Wilde on Talent Management

Anna Farmery

Social Marketing Architect, Speaker, Author and in spare time completing PhD on the future of the social business model

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