Join The Ken Blanchard Companies for a complimentary webinar and online chat beginning today at 9:00 a.m. Pacific Time (12:00 noon Eastern).
Best-selling author and consultant Scott Blanchard will be sharing the results of five years of primary research which uncovers the motivational factors that bring out the natural motivation inherent in people, get employees up-to-speed quickly in new roles, and remove roadblocks to performance.
The webinar is free and seats are still available if you would like to join over 1,100 people expected to participate. Immediately after the webinar, Scott will be answering follow-up questions here at LeaderChat for about 30 minutes. To participate in the follow-up discussion, use these simple instructions.
Instructions for Participating in the Online Chat
- Click on the LEAVE A COMMENT link above
- Type in your question
- Push SUBMIT COMMENT
It’s as easy as that! Scott will answer as many questions as possible in the order they are received. Be sure to press F5 to refresh your screen occasionally to see the latest responses. We hope you can join us later today for this special complimentary event courtesy of Cisco WebEx and The Ken Blanchard Companies.
30 thoughts on “Cultivating Employee Work Passion: The New Rules of Engagement”
Do you have information about how to apply the topics you discussed today in a non-profit, volunteer-led association?
Hi Beth–send me an email at firstname.lastname@example.org and I will send you some information we’ve published on the topic.
When you have had a low moral and now have new management, how do you create a employee passion to be re-generated??
when there is new management it is the perfect time to address morale isues through resetting a vision, communicating new or revised value and deploying new strategies in the business. Often new leaders come in too hard and fast and start cuutting rather than finding ways to “get a fresh start”.
This was wonderful. Thank you for your time and offering this webinar. I believe there were one or two books mentioned, or perhaps chapters in books regarding the non-profit and government sector? If so, could you please provide that information.
Hi Terri Sue,
Send me an email at email@example.com and I will send you a complete list of the books and chapters that Scott mentioned. I’ll also include links where I have them.
Very good webinar. Made me think about all companies regardless of size who must NOT be investing in their people as much as they should. Leaves for lots of opportunities! Thank you.
Great point Sandee–thanks for joining us today!
FANTASTIC web this AM on engagement. I am so excited and pumped up!
Thanks for joining us Andrea–it was a great session!
If upper management doesn’t yet see the value in investing in employee satisfaction/passion how do I as a middle manager encourage a safe environment to increase employee engagement?
you can always work down below you in the hierarchy. Establish a clear vision for your group, clarify values and strategies and work to create a “pocket of excellence ” for those you lead. If you do you will achieve a better environement and perfromance and this may get noticed above. Either way you and your people will have a more rewarding expereience.
I was not sure I got the name correct for the research data….was it Lori Bassi?
yes. Laurie Bassi. Her website is http://www.mcbassi.com
Scott and I are here now and ready to answer questions that we didn’t get to during the webinar–if you have a question for Scott, just type it in. Also, be sure to see the email function on the right side of the blog–feel free to use that link to receive email when a new post is made here at LeaderChat.
Hi Scott, i listened your conversation and i should say that it was great, thank you. I wonder that how you define “being safe”. You said feelings are very important, can you give some real examples that force employee to “feel safe”? Thank you.
“Safety” is an important concept. we call it out as “sense of well being” it is a conclusion peolpe make, often unconsiously that they are valued, safe and free from harm. here is an example. In a recent cleint, we worked with a call certer. THe call center reps who were most passionate beleived that their missionor job was to serve the customers and make them happy. They also felt “that thier supervisors had their back, meaning that whatever decision they would make in the heat of the moment would be supported by their supervisor.
Feeling safe is subjective, as are all feeling and it is the foundation for high levels of engagement, passion and success
Some managers think that if the employees feel all safe, in the long run, because of being a ‘human’, they may use that for your own good, may misuse it. So a little fear is also needed. What is your opinion about that? Does this safety have no border?
If I turn to your example; haven’t they misinform the customer just to make happy, by thinking that whatever they promise to customer the supervisor will support them against the C level?
This may cause bad reputation for the company.
I work for a federal government agency and would like information regarding ways to improve in this sector. The 2011 Federal Employee Satisfaction survey has just been released. My parent agency didn’t score highly.
Many thanks for the wonderful presentation and information!
This was a wonderful webinar packed with information that I am excited about taking back to my department. Please share any/all whitepapers that might be available on the topics we heard today.
Hi Janet–please send me an email at firstname.lastname@example.org and I will send you a complete list
For any additional questions–and also to receive a return email with links to all of the books and white papers Scott referenced, send an email with “Additional Information” in the subject line to email@example.com and I will send you a complete list.
I just sent an message to the email on the screen: firstname.lastname@example.org
Asking for any additional resource materials from today’s session and it was returned….could you forward any of them to me at this email please?
Hi Steve–we were missing an “s” on webinar. The address to send to is email@example.com Thanks for joining us today!
How do you engage people in company’s goals when their motivation factor is money, high pay, bonus, and promotions?
Remember “profit is the applause you get ofr taking care of your customers and creating a motivating environement for your people!
Please contact firstname.lastname@example.org with any questions!
How do you engage your employees when they get a low rating after an evaluation? Due to the bell curve system that our company follow, a low rating impacts their bonus, and salary increase. For most employees, more money and bonus are the only factors to keep them motivated.
Hi Vishal–can you resend me your question at email@example.com so I can send you some specific recommendations? Thanks–and thanks for joining us today!
Thanks for joining us today–for any additional information, please send an email to firstname.lastname@example.org
Bloated egos damage all, first victim is self: Can this be explained with examples.