2. Please complete the survey using the individual code in your journal.

3. Employee Engagement Through Leadership:
The Power of Respect

4. CULTURE

5. What is culture?
“Culture is the tacit social order of an organization: Cultural norms define what is encouraged, discouraged, accepted, or rejected within a group. When properly aligned with personal values, drives, and needs, culture can unleash tremendous amounts of energy toward a shared purpose and foster an organization’s capacity to thrive.”

6. What is culture?
Culture is the tacit social order of an organization.

7. What does culture do?
When properly aligned with personal values, drives, and needs, culture can unleash tremendous amounts of energy toward a shared purpose and foster an organization’s capacity to thrive.

8. Employee wellbeing shapes workplace cultures
16% increase in employees who feel a sense of purpose in their jobs
24% increase in the sense of opportunity for development and growth at the organization
22% increase in people doing great work
19% increase in employees’ perception of their leaders
24% increase in employees’ perception of senior leadership
16% increase in overall employee engagement
18% increase in workplace satisfaction

9. WHAT DO EMPLOYEES VALUE MOST?

10. What do employees value most?
Recognition and appreciation
Communication
Useful feedback
Learning opportunities
Opportunities for growth
Opportunities for development
Respect

11. Employees value RESPECT
Respect was valued even more than the following:
Recognition and appreciation
Communicating and inspiring vision
Providing useful feedback
Opportunities for learning, growth, and development

12. What do residents value most?
Dignity and respect
Nursing care
Individual needs
Response to problems
Communication

13. What do residents value most?
Dignity and Respect
Nursing Care
Individual Needs
Response to Problems
Communication

14. The definition of Respect
Being polite or civil to those we meet or with whom we interact.
Our feelings toward those who merit respect through honorable living. We admire their commitment or standards.

15. Q: Respect from your supervisor
“She seemed like she was just doing her job to cover her butt. I don’t think she listened to her employees at all. I told her concerns about my safety and the residents’ safety and she brushed them off. I think if I had more training it would have been better.” (Satisfaction score 1) “I had a couple of different supervisors there. Julie was just a rude person to everyone, and the main person, Jane, was super condescending.” (Satisfaction score 2)

16. Q: Respect from your supervisor
“She was mainly rude, and she snapped at us a lot.” (Satisfaction score 2) “It’s in the middle. I’m not sure on how to rate that. It’s all about the money.” (Satisfaction score NS)

17. Poll
Results from 20,000 employees who felt respected by their leaders:
56% better health and well-being
89% greater enjoyment and satisfaction
92% greater focus and prioritization
26% more meaning and significance
55% more engagement

18. LEADING WITH RESPECT & CIVILITY.

19. 5 areas that lead to higher respect and civility
Acknowledging people’s contributions
Listening better
Respecting others’ time
Making people feel valued
Declare yourself

20. RESPECT BETWEEN YOU & YOUR COLLEAGUES.

21. Effects of increased respect between you and your colleagues.

22. DECLARE YOURSELF

23. “Declare Myself”
Explain exactly how you intend to lead, what you value, your thoughts on your industry, and your work and communication style. This method will remove the mystery from working relationships and increase transparency and accountability.

24. “Declare Myself”
The practice should also be reciprocal. At a subsequent meeting, always invite the other person to share their own personal philosophy, beliefs, and work style. The practice shows employees that working relationships are important and worthy of time and energy—and that mutual understanding is valued in the work environment.

25. CASE STUDY

26. Questions to think about
What are your initial perceptions of this employee?
How would you use this feedback to improve your employee engagement and culture?

27. SEE PEOPLE AS PEOPLE

28. The nurse who was late 3 times

29. Janis the single mother

30. REFLECTION & SELF AWARENESS

31. Reflection and self awareness
The most useful reflection involves the conscious consideration and analysis of beliefs and actions for the purpose of learning. Reflection gives the brain an opportunity to pause amidst the chaos, untangle and sort through observations and experiences, consider multiple possible interpretations, and create meaning. This meaning becomes learning, which can then inform future mindsets and actions. For leaders, this “meaning making” is crucial to their ongoing growth and development.

32. Reflection
Research by Giada Di Stefano, Francesca Gino, Gary Pisano, and Bradley Staats in call centers demonstrated that employees who spent 15 minutes at the end of the day reflecting about lessons learned performed 23% better after 10 days than those who did not reflect.

33. Reflection questions What are you avoiding?
How are you helping your colleagues achieve their goals?
How are you not helping or even hindering their progress?
How might you be contributing to your least enjoyable relationship at work?
How could you have been more effective in a recent meeting?
Am I being a person others can respect?
Am I performing at my peak capacity?

34. SURVEY RESULTS

35. One of the most sincere forms of respect is actually listening to what another has to say.
Bryant H. McGill

36. Respect for ourselves guides our morals, respect for others guides our manners.
Laurence Sterne

37. The bond that links your true family is not one of blood, but of respect and joy in each other's life.
Richard Bach

38. A person's a person, no matter how small.
Dr. Seuss

39. Thank you!
Brady Carlsen mobile office