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Hi Carolyn,
Professionally when I am 'in the zone' - meaning time is standing still - I'm surrounded by books, and am researching, learning new things, and designing new training. This is what it looks like when I am engaging my primary driving force which is Intellectual. It's one of twelve driving forces that orients us toward activities that are engaging or activities that are draining.
DOWNLOAD A QUICK OVERVIEW OF DRIVING FORCES HERE!
Driving forces point to the "why" of our actions. When our primary driving forces are engaged on a consistent basis...WE are engaged. When employees are engaged, motivated, and energized...they produce results.
When we are aware of our driving forces, we:
- develop better relationships
- have an increased appreciation for others that are different than us
- are able to see the viewpoint of others
- are more satisfied with our work
- hire people that will be engaged in the culture
- better engage staff and utilize their passions
A common theme I'm hearing from leaders is: we are working hard to engage our staff by developing our people. There's a sense that by developing our people, they will be more engaged and committed to the organization. That's a very true approach. However, I like to caution about a one-size-fits-all approach to development and engagement.
Organizations need a personalized approach. They need to slow down to understand what motivates their employees, what types of responsibilities or work truly motivate them, and how do we ignite their passions? Knowing their driving forces is a quick way to have these meaningful discussions about what drives THEM and how that can be integrate tasks accordingly day to day.
Consider these questions:
- What are you doing professionally when you're in the zone?
- What tasks do you find engaging?
- What drives your employees?
- What do you know about their professional passions?
- What are your employees engaged in when they are in their own "zone?"
Good luck! Let us know how it goes!
PLEASE NOTE: DATE CHANGE!
Weds, May 17th @ 12 pm Pacific
COMPLIMENTARY WEBINAR:
Being an Employer of Choice - The Other Half of the Story
Over the last 3 years, we saw a once-in-a-generation change in the employer-employee relationship. Much attention has been given to the employee experience in terms of work-life balance, shorter work weeks, and higher pay.
Given similar benefits across companies, what would keep your best employees from jumping ship?
Most people show up to work each day with the desire to make a positive impact and bring value. What gets in the way?
Clear strategic goals and ruthless prioritization are often overlooked as elements of a positive employee experience. A symptom of an over-stretched organization is the impression that teams are unresponsive and inefficient.
OKRS (Objectives and Key Results) is a simple and effective method to clarify strategic priorities, align teams on the highest priorities, and have visible measures of success across the organization.
In this webinar, Carolyn De Voest and Mélanie St-James will engage in a conversation about developing a durable and high-performing employee-centric organization through strategy execution and culture.
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