Subscribe (RSS)This week’s post by Zack Lemelle, iPEC’s Managing Partner of Corporate Engagement Services, is a video blog that discusses employee engagement and how it is affected by the engagement that comes from the leadership within any organization. Please leave comments below!
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Are your Leaders Engaged?May 20th, 2011Understanding Catabolic ProfilesMay 18th, 2011The vast majority of U.S. workers that are not engaged at work fall into the catabolic range, identified as having an E-Factor of less than 3.0. They have a way of being that’s destructive, draining, and de-motivating, and they’re typically associated with one of two catabolic profiles. The first catabolic profile depicts employees who have low confidence and tend not to be engaged in their careers, as they’re not satisfied with their abilities. They may go to great lengths to avoid any type of challenges or conflict, and they often show signs of being removed and disengaged in the workplace. This disengagement and despondent approach leaves them with considerably less ability to lead others when compared to those whose E-Factors remain in the anabolic range. The second catabolic profile may be more challenging to identify, as it is seen in employees who appear confident in their career and decisions. Instead of appearing dispassionate, they use their “confidence” to be argumentative, opinionated, defensive, or controlling. Those who exhibit the second catabolic profile tend to be hardheaded, only seeing things from their own perspective, and they often attempt to squash others with conflicting viewpoints. As they demonstrate low emotional intelligence, they tend to get things done by force instead of by engagement. The conflict they create ultimately shows itself through disengagement, gossip, and criticism. This catabolic profile is the one most prevalent in the workforce. These catabolic profiles may create conflict and challenges when identified in a subordinate role; they’re even more disruptive when manifested in the leadership of organizations. A catabolic temperament can cause a ripple effect that may ultimately suppress the creativity and independence of junior staff; without instilling confidence in supportive roles, productivity can deteriorate and innovation can be stifled. Understanding catabolic profiles helps us to intervene, effectively, to help leaders tap into anabolic energy, and to help them to become better engaged and also engage those around them. Which catabolic profile do you encounter most often? How has this impacted your organization? How has it impacted you? Live on Fire! D. Luke Iorio, CPC, PCC, ELI-MP Engagement: An Investment in Long-Term SuccessMay 10th, 2011In business, it’s no secret that maintaining existing customer relationships and developing customer loyalty is far less expensive than the cost of acquiring new customers. Similarly, developing your existing employees and helping them flourish is far less expensive than the cost of hiring new ones. A high rate of turnover isn’t a sustainable business model; it’s simply too expensive and time-consuming for companies to recruit and train, qualified, new staff. What causes some employees to be successful and remain satisfied in their jobs? And what, by contrast, creates dissatisfaction for others and propels them to leave? Earlier today, we announced the release of groundbreaking new research that reveals a single factor for determining success in work and in life. Called the E-FactorTM, this conclusive indicator of success can be determined in a mere 20 minutes using an online assessment. The research clearly indicates that people with higher E-Factors are more satisfied with all aspects of their lives, and are able to engage in their activities and relationships with greater energy. When the researchers analyzed samples of participants whose E-Factors fell in the catabolic range (E-Factor less than 3.0) and in the anabolic range (E-Factor of 3.0 or more), those in the catabolic range were less satisfied with each of the 14 success indicators that were measured. They also identified stark contrasts in key areas such as Leadership Ability, Engagement at Work, Productivity, and Working Relationships. Let’s consider engagement for a minute; more specifically, let’s consider that Engagement at Work, or employee engagement, begins with strong leadership. Leaders who are able to tap into anabolic energy are more apt to provide the quality supervision and leadership required to engage and empower their staff. They also foster an environment that effectively shifts engagement, allowing satisfaction to increase, and innovation, growth, and productivity to flourish. Let’s look at the flip side for a moment. Leaders who don’t tap into anabolic energy create cultures that drain creativity, halt innovation, and leave little or no discretionary energy. Their organizational behaviors block innovation, and de-motivate and de-value employees, resulting in a culture of disengagement. When leaders recognize the importance of engagement, and make it central to their business goals, they’ll build self-motivated teams and create cultures that inspire, enable, and empower their employees — and demonstrate a high regard for human potential. These are the companies that experience better returns and long-term business success. Is it any wonder then, that an investment in engagement is one of the most rewarding — and lucrative — investments a company can make? How are you investing in engagement? Live on Fire! D. Luke Iorio, CPC, PCC, ELI-MP Breaking Down Energy: What You Need to Know as a Coach, Leader, Educator (or Human Being!)April 20th, 2011A little known guy with funny looking hair, named Albert Einstein, proved that, quite literally, everything is energy. This energy is also contagious, really contagious. Just think about someone whom other people see as a leader, and that someone seems to always be in a bad mood when he or she walks into the room. How quickly can the tension be felt? What can you read on everyone’s faces? Conversely, think about the dynamic leader who helps others believe in themselves and gives others the credit for results. How quickly does everyone engage? What do their faces look like by comparison to the first example? The ripple effect being felt is energy. And it’s critical for coaches, leaders, educators, and, yes – even human beings, to understand this impact. So, let’s define two key terms to ensure we’re “speaking the same language:” → Catabolism – The process the body uses to generate energy to counteract a stressor. The body will find available energy stored within its system and pull from it to generate energy. → Anabolism – The opposite energy and process is anabolic. Anabolism is the process by which the body builds itself up and grows. Anabolic energy is constructive, expanding, rejuvenating, and sustainable. Catabolic and anabolic energies stem from a much deeper level for all of us (from our level of consciousness or awareness, formed by the sum of all of our life’s experiences… but that’s a subject for another time!). For now, the key is recognizing these energies and beginning to lead them. (To learn even more about this, pick up a copy of the groundbreaking book, Energy Leadership, by iPEC founder, Bruce D Schneider, MCC, PhD.) Recognizing and Leading Catabolic Energy Catabolic energy is most easily seen in our stress response – bringing out responses such as fight or flight, argue/defend, avoid, resist, or give in. When you see the above responses, know that catabolic energy is at work. So, as a leader, coach, or educator, ask empowering questions that build understanding into the other person’s perspective. Help them understand what button might have gotten pushed. Use your curiosity to see if you can help them identify how they’re interpreting the situation. And, help them look at other perspectives to open up new possibilities for a way forward. Essentially, use anabolic energy! Recognizing and Leading Anabolic Energy Anabolic energy is driven by solution-seeking, acknowledging different perspectives, rationalizing differences, identifying a purpose in all situations, being of service to others, and not getting attached to one view or one way of doing things. When you see anabolic energy at work, you want to help unleash it! Give recognition to those who are collaborating, those who are helping others, and those who demonstrate an understanding of the multiple perspectives around the circumstances at hand. Praise those that stay calm in the face of challenges, as they bring people together and create new solutions. Ask questions that help them stretch their thinking even further – that help them to willingly challenge their own assumptions. For coaches, this is a big part of what you learn at iPEC to fuel your client’s success. The above is just a tiny glimpse into these processes. For leaders, this is a critical understanding to shift the engagement, perspectives, and behaviors of those that work with you. For educators, much like leaders (because you ARE leaders), think about what this understanding could provide to a school district – as a superintendent builds leadership capacity and consistency across multiple schools and principals; as a principal sets the tone for the culture of shared leadership and open dialogue with her faculty; and, as the teacher helps a student form a belief system of “yes, I can,” while focusing on critical skill development and stretching beyond fact-based only learning. What would happen to our schools? To our future generations? Stay tuned, as we’ll explore more on the practical nature of leading energy in all these environments. In the meantime, for those within an organizational setting (e.g., corporate, education, non-profits, government agencies), in addition to picking-up a copy of Energy Leadership, download the recently released white paper, Reversing the Impact of Corporate Catabolism. Live on Fire! D. Luke Iorio, CPC, PCC, ELI-MP Coaching to Stay in SchoolApril 13th, 2011With iPEC’s recent announcement about bringing the power of coaching into schools through our Educational Leadership Coach Training Program, I was positively thrilled to receive an e-mail from one of our graduates, Stacy Hartmann, about the difference she’s making with one local Minnesota school. Stacy’s e-mail included a link to an article highlighting her transformative work as a life coach, making her an instrumental part of Red Wing High School’s “Teen Leadership Program.” Currently coaching 17 students a week, Stacy works with kids who are at risk of dropping-out. This story began last year, when Stacy approached me at our Mod IV: Energy Leadership training to see if she could partner with iPEC to create a teen version of our Energy Leadership Development System (ELDS) – an offer we enthusiastically accepted. After months of work, the teen system was complete, and Stacy launched it with Red Wing High School students in January of this year. First, she has the students take the Energy Leadership Index assessment and, then, she works with them using the teen ELDS. Stacy says that what she talks about with each student is really up to them, knowing that part of the process is to stay positive and to focus on goals. Speaking of goals, one of the primary goals of the program, and of Stacy’s work, is to help students stay in school. As of 2009, Red Wing’s drop-out rate was reported at 4.3 percent, just below the state average of 5.5 percent. Read the complete article here, and see the positive impact Stacy is having on Red Wing in general, and with one student, in particular. We’re really proud of Stacy and the difference she’s making in her community and in the lives of many Red Wing High School students. Help spread the word about Stacy’s good work, and the transformative impact of coaching in schools, by sharing this blog and Stacy’s article on Facebook and Twitter. Liz Fisch, CPC, PCC, ELI-MP |