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Take an “Engagement Selfie”


Kevin Sheridan

Kevin Sheridan

Author Bio

Kevin Sheridan is an Internationally-recognized Key-Note Speaker, a New York Times Best Selling Author, and one of the most sought-after voices in the world on the topic of employee engagement.   He spent thirty years as a high-level Human Capital Management consultant, helping some of the world’s largest corporations rebuild a culture that fosters productive engagement, earning him several distinctive awards and honors. Kevin’s premier creation, PEER®, has been consistently recognized as a long- overdue, industry-changing innovation in the field of Employee Engagement.  His book, “Building a Magnetic Culture,” made six of the best seller lists including The New York Times, Wall Street Journal, and USA Today.  He is also the author of The Virtual Manager, which explores how to most effectively manage remote workers.

Kevin received a Master of Business Administration from the Harvard Business School in 1988, concentrating his degree in Strategy, Human Resources Management, and Organizational Behavior.  He is also a serial entrepreneur, having founded and sold three different companies.


Links:
Web page: www.kevinsheridanllc.com
Twitter: @kevinsheridan12
LinkedIn:  http://www.linkedin.com/in/kevinsheridan1
Email:  kevin@kevinsheridanllc.com


Author Bio

While watching the Chicago Bulls at the United Center, I took this “selfie” and it prompted me to think that every worker needs to regularly take an “engagement selfie.” If you’re not familiar with what this is, let me explain and empower you and your organization.

 

The Problem with Old Fashioned “Engagement Groupies”

 

Like Ellen’s famous Oscar selfie - or “groupie” as some called it - earlier this year, employers have been taking “engagement groupies” for years by conducting employee engagement surveys, which group individual responses to protect respondents’ confidentiality. In this process, responsibility for and ownership of engagement rests on the shoulders of the employer, creating a paternalistic model where employees have no ownership of and responsibility for their own engagement.
Any relationship should be a two-way street. Whether it’s family, friend, club, church, temple, or community connections, the people involved must give and take to maintain healthy relationships. If one person is always taking and never giving back, others will likely feel the relationship is unbalanced and unfair.

In a work setting, a large part of employees’ engagement stems from their personal choices. I believe each of us wakes up in the morning empowered with the choice of approaching the day and our job with either optimism and engagement, negativity and disengagement, or the apathy that lies in the middle of this engagement continuum.

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Are You Making Your Own Luck?

As an entrepreneur, I have a very special appreciation for the importance of self-engagement. Anyone who has started a company from scratch could spend hours reciting all the challenges and barriers that threatened the ultimate success of their venture. Almost every successful entrepreneur I’ve known will credit their success to determination and perseverance during the times when all indicators suggested the venture was doomed to fail. Choosing optimism and passionate engagement is what carried them through.

“Luck is the point at which Opportunity meets Preparation,” is a quote attributed to many people, including first-century Roman philosopher Seneca and famed American media mogul Oprah. Whoever said it first had it right, though.

Think about it. Do you make an effort to make your own luck or are you waiting for it to appear from out of nowhere?


Why Every Employee Should Take an “Engagement Selfie”

New situations pose new challenges, and accepting a new challenge begins with choosing an attitude to deal with it. Instead of choosing the road to victimhood and disengagement, we can empower ourselves and choose positivity and engagement.

Taking engagement groupies is now passé and antiquated. Still, most organizations aren’t rebalancing ownership of employee engagement to be shared between employer and employees.

Gone are the days when all responsibility was placed on “the company man.”  It’s now time we rebalance the ownership of employee engagement by empowering employees to see how engaged they really are and get useful advice on how they themselves can have a powerful effect on their own engagement.



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