Mastering “The Paradox of Being Human”
The whole conundrum around the struggle between selfishness and selflessness, with its biological roots – or what Simon Sinek calls “The Paradox of Being Human” … Read more
ownership
“The Paradox of Being Human” and Its Implications in Organisations
“The Paradox of Being Human” is how Simon Sinek refers to life’s constant conflict between selfishness and selflessness: between “me” and “we.” We spend our … Read more
Human Capital Reporting: Breaking the Impasse
A third of FTSE 100 companies are withholding vital workforce related information from their annual reports, including skills challenges and employee turnover. New research from … Read more
Why you, unwittingly, may be just going through the motions
If you want to change this and turn things around to fully engage employees and optimise their effectiveness you have to find a way of changing the employee’s relation to their work. This essentially means that you have to create an environment where your employee is not working to “make someone else’s goals come true.” The only way you can do that is to create an environment of shared goals, where your goals and the employee’s correspond. That is the necessity. You have to ‘make your business their business’ – there simply is no other way to resolve this fundamental problem.
How is Your Brand?
Making your people brand ambassadors requires reversing this and focus on outcomes rather than outputs. In order to achieve this you need to make your people brand ambassadors for themselves. In other words, you have to close the divide between individual and organisation. The natural way to do this is to give your people a stake in the outcomes. And there is no better way to do this than through universal employee ownership that results in everyone in the organisation pulling together as a single entity. People need to feel appreciated and, by giving them some skin in the game, you can build this into everything they do, so that it is not an extraneous management process, but an integral part of the organisational culture.
How to Increase Your Return on Training (ROT)
Now you have an unprecedented means of creating, measuring and managing learning and development within your organisation. It turns training from an expense into a properly evaluated investment with the appropriate return on investment (ROT) that ensures your training is more effective and actually transforms your organisational performance in the way you intend it to.
How to Unlock Innovation
Just imagine how you could transform your results if you could:-
Inspire you people towards a common goal;
Enable them to stretch themselves to fulfil their own potential in the process; and
Collaborate effectively to achieve that common purpose.
My model of employee ownership provides the framework to create this.
How you may be undermining your own organisational success!
“Greatness is ultimately only extreme success.” Those words from my blog last week have stayed with me, perhaps because they make greatness less abstract and … Read more
Achieving Greatness: A Not Impossible Goal!
Ownership will help your people personalise success and fulfilment within the context or their work lives and thus more likely to optimise their contribution to the organisation. While it might not make them great, it will help them feel part of something worthwhile. You simply need to remember that, “The more fulfilled people you have the more successful they will feel. And the more successful people your organisation has, the more successful your organisation will be.” Perhaps even great!
Dealing with Change: Present and Future Engagement
Employee engagement provides a convenient heading for describing what you need, and some solutions for what can help. But unless you provide a framework that addresses both employees’ immediate and future needs your efforts will be doomed, and you will experience the same lack of strategic success that Harvard and Fortune describe.