1. Discovering your role as a leader

2. Discovering your role as a leader
Kate Farrow
Client Leadership Development Manager
everywoman

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5. Introduction
Kate Fletcher

6. How important is employee engagement?
Engaged companies outperform their competition, a Gallup study shows
Employee engagement is an important predictor of business performance in a tough economy
“It’s pretty clear that disengaged workers are just waiting around to see what happens.”
“Engaged workers have bought into what the organisation is about and are trying to make a difference. This is why they are usually the most productive workers.” (Jim Harter – Gallup’s chief scientist of employee engagement & wellbeing.”

7. Employee engagement Employee engagement does not mean:
Employee happiness
Employee satisfaction
Engagement is the emotional commitment the employee has to the organisation and its goals
It is two-way between organisations and employees
Two-way promises & commitments are understood and fulfilled

8. Engaged organisations & employees
Engaged organisations have:
Strong & authentic values
Clear evidence of trust & fairness
Engaged employees:
Care about their work & their company
Freely & willingly give discretionary effort
Experience a blend of job satisfaction, commitment to the organisation, job involvement & empowerment

10. Workplace research by Gallup links employee engagement to specific business outcomes
Productivity
Quality
Profitability
Customer ratings
Turnover
Safety incidents
Shrinkage
Absenteeism

11. Poll 1: How engaged is my organisation?
ENGAGED EMPLOYEES: Work with passion and feel a profound connection to their company. They drive innovation and move the company forward.
What do you believe the % of employees who are ‘engaged’ in your organisation is?
A > 50%
B Between 30% to 50%
C Between 20% to 30%
D Between 10% to 20%
E < 10%

12. UK workplace engagement scores 2012
Engaged 17%
“Loyal, productive, find work satisfying”
Not Engaged 57%
“Not psychologically committed, may leave if opportunity presents itself”
Actively Disengaged 26%
“Disenchanted: vocal or militant in showing their negative attitude”
Global engagement only 13%
US highest with 30%

13. Final thoughts on engagement
‘Not engaged’ offer greatest untapped opportunity to improve performance of organisations
Typically uninspired & lacking motivation
Managers account for >70% variance in employee engagement scores
Ability to motivate
Assertiveness to drive outcomes & overcome adversity
Create culture of clear accountability
Build relationships that create trust & transparency
Decisions based on productivity not politics

14. Authentic leadership – why?
Great leadership has the potential to excite people to extraordinary achievement
Great leadership is also about meaning
Work environments changing
Attitudes to employment changing
Corporate & industry scandals leading to mistrust
Demand for authentic leadership growing

15. Authentic leaders… Are self aware and genuine
Emotions, core values, strengths & limitations
Lead with their heart
Not afraid to show their emotions & vulnerability
Are mission driven & focused on results
Clear compelling vision connecting energy to actions & desired outputs
Focus on the long term
Nurture company and employees over time
Long term shareholder value
Show their real selves

16. The 7 most desired traits of the line manager
Genuine concern for others
Seen as communicator, networker & achiever
Trust others to lead
Is honest & consistent
Is accessible, approachable & flexible
Is decisive, determined & ready to take risks
Is able to draw people together with a shared vision
Source: Beverly Alimo-Metcalfe (Professor of Leadership Studies Leeds University)

17. Poll 2: Which trait is the most important to employees?
A Genuine concern for others
B Seen as communicator, networker & achiever
C Trust others to lead
D Is honest & consistent
E Is accessible, approachable & flexible

18. Some final thoughts
As managers we can make a significant impact on the engagement of our employees
How well do you live the principles of authentic leadership?
As a line manager how well do you live the desired traits of your employees?
Support – role models, feedback, coach and or/mentor
Harness their energy & passion – Not engaged employees offer the greatest untapped opportunity.

19. Work through the Workbook
Work through Developing Leadership Behaviours workbook by accessing the ‘workbooks’ section in your dashboard, or download the workbook by clicking on the ‘Download PDF versions’. If you have any questions you can submit them in the ‘Ask a Question’ box at the bottom of the everywoman.com screen.