Organizational Climate for Engagement
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The document outlines a framework for developing a productive organizational climate through surveys and engagement strategies. It emphasizes the importance of human motivation and climate in enhancing performance and includes next steps for participation in survey-guided development. Various needs such as affiliation, power, achievement, and security are discussed as key components in stimulating employee motivation.
Organizational Climate for Engagement
- 1. The LEAD Institute Partners for Change & Transformation World Class Climate Using Surveys and Survey Guided Development to Develop Better, More Productive Organizations Friday, March 12, 2010 1
- 2. The LEAD Institute Partners for Change & Transformation World Class Climate for Engagement • Overview of Climate • Human Motivation & Climate • Measuring Climate • Survey Guided Development Friday, March 12, 2010 2
- 3. The LEAD Institute Partners for Change & Transformation Next Steps • Take the survey, no fee for the first report. • Register for the Survey Guided Development PLANNING WebCast- readiness assessment, best practices & check lists. • Register for the FEEDBACK, ACTION GENERATION & DEPLOYMENT WebCast- Instruction, tips, templates and forms for facilitating a system of feedback & action. • Contact me on how to get greater value from your existing survey efforts. Friday, March 12, 2010 3
- 4. The LEAD Institute Partners for Change & Transformation Climate Overview Building Better & More Productive Places toWork Friday, March 12, 2010 4
- 5. The LEAD Institute Partners for Change & Transformation Climate & Performance Linked to... • Share Holder Value • Customer Satisfaction & Loyalty • Return on Investment • Return on Assets • Quality • Safety Friday, March 12, 2010 5
- 6. The LEAD Institute Partners for Change & Transformation Change: Climate vs Culture Climate Culture Effort Lower Higher Time Shorter Longer Variables Fewer Many Complexity Lower Higher Success Rate Higher Lower Friday, March 12, 2010 6
- 7. The LEAD Institute Partners for Change & Transformation Climate Clutter: What is it? Emp Emp Sati loye Com loye sfac e mitm e t io n ent? ? E mployee Behavior? Employee M otivation? e ment? a! e ng y s? e E l o e ye plo p d m tu E ti t E m A Friday, March 12, 2010 7
- 8. The LEAD Institute Partners for Change & Transformation Climate Clutter Is it: Indirectly Observable Directly Observable Characteristics Events Satisfaction Commitment / Loyalty Motives / Attitudes Behaviors Being Doing Engagement Friday, March 12, 2010 8
- 9. The LEAD Institute Partners for Change & Transformation Human Motivation Stimulating Motives at Work Friday, March 12, 2010 9
- 10. Healthy Climates Stimulate The LEAD Institute Partners for Change & Transformation Motives at Work ds ee /N als Go al on rs Pe Organizational Goals / Needs Friday, March 12, 2010 10
- 11. The LEAD Institute Partners for Change & Transformation Motives Affiliation Power / Influence Achievement Security Friday, March 12, 2010 11
- 12. The LEAD Institute Partners for Change & Transformation Affiliation Stimulated when there are opportunities to... • Belong, be accepted, feel a part of... • Establish & maintain healthy interpersonal relationships • Find and relate in areas of common in interest • Feel liked, valued and appreciated • Give and receive Support Friday, March 12, 2010 12
- 13. The LEAD Institute Partners for Change & Transformation Power / Influence Stimulated when there are opportunities to... • Be heard, listened to and feel relevant • To make an impact • Increase visibility, status, differentiate oneself from others • Exercise discretion & freedom Friday, March 12, 2010 13
- 14. The LEAD Institute Partners for Change & Transformation Achievement Stimulated when there are opportunities to... • Accomplish, succeed, do well & improve • Associate accomplishment with positive feelings • Demonstrate and incrementally develop mastery / skills • Make measurable progress Friday, March 12, 2010 14
- 15. The LEAD Institute Partners for Change & Transformation Security The need for & to... • Foresee risk and minimize loss • Predictability and routine • Continuity • Stability Friday, March 12, 2010 15
- 16. The LEAD Institute Partners for Change & Transformation Measuring Climate LEAD Climate Survey Friday, March 12, 2010 16
- 17. The LEAD Institute Partners for Change & Transformation Survey Items and Motives Power / Affiliation Achievement Security Influence Commitment & Satisfaction Recognition Support Organization Performance Focus Empowerment Friday, March 12, 2010 17
- 18. The LEAD Institute Partners for Change & Transformation LEAD Climate Survey Human Resource Utilization Manager Recognition Quality Engagement Satisfaction & Support Commitment Empowerment Performance Organization Focus Friday, March 12, 2010 18
- 19. The LEAD Institute Partners for Change & Transformation LEAD Engagement Climate Survey Personal Development Alertness Human Fairness Resource Receptivity Praise Utilization Skills Manager Recognition Quality Engagement Encouragement Working Satisfaction & Freedom & Relationships Work Support Commitment Empowerment Risk Taking Facilitation Teamwork Performance Organization Focus Performance Factors Structure Responsibility Performance Emphasis Friday, March 12, 2010 19
- 20. The LEAD Institute Partners for Change & Transformation Survey Guided Development A Powerful Means for Change Friday, March 12, 2010 20
- 21. The LEAD Institute Partners for Change & Transformation Survey Guided Transformation Process Analysis & Feedback,& Follow-Up & Admin & Feedback Planning Collection Action Design Monitoring Generation Friday, March 12, 2010 21
- 22. The LEAD Institute Partners for Change & Transformation Process Overview 1. Planning: Are you Ready; mangers & employees? Who to survey? How to code data for feedback purposes? How to introduce the process to the organization? What form of follow-up, monitoring or coaching is desired? 2. Administration & Collection. 3. Data Analysis & Feedback Session Design 4. Feedback, Action Generation & Deployment 5. Follow-up & Monitoring Friday, March 12, 2010 22
- 23. The LEAD Institute Partners for Change & Transformation Feedback, Action Generation & Deployment Climate Survey Feedback & Action Deployment Model Systemic Changes & Actions Senior Leadership Team Challenges Work Work Work Work Unit A Unit B Unit C Unit D Local Changes Local Changes Local Changes Local Changes & Actions & Actions & Actions & Actions Friday, March 12, 2010 23
- 24. The LEAD Institute Partners for Change & Transformation Next Steps • Take the survey, no fee for the first report. • Participate in the Survey Guided Development PLANNING WebCast- readiness assessment, best practices & check lists. • Participate in the FEEDBACK, ACTION GENERATION & DEPLOYMENT WebCast- Instruction, tips, templates and forms. • Contact me on how to get greater value from your existing survey efforts. Friday, March 12, 2010 24
- 25. 734•320•3521 email: [email protected] blog: www.kellypetrock.com Web: www.leadinstitute.com Friday, March 12, 2010 25