concept of persons

What does it take to generate ‘employee engagement’? (Part IV)

Let’s recap. ‘Employee engagement’ is sought after because engaged employees generate a multitude of benefits that translate into higher revenues and profits.  And I can categorically say that the road to great customer experience travels through the gate of employee engagement.

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What does it take to generate ‘employee engagement’? (Part III)

This is the third post in series of posts centred on the human side of the enterprise and ‘employee engagement’ in particular.  In the first post I shared the story of the millwright and drew attention to what Max De Pree calls the ‘concept of persons’.  In the second post I shared with you what I say is the dominant ‘concept of persons’, as practiced in just about every organisation, and how it fails to hold up to reality of the human condition.  In this post I want to continue the conversation around the ‘concept of persons’ and bring Maria Montessori into the picture.  Why study her?  Because she achieved extraordinary results by generating extraordinary engagement in the process of learning.

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What does it take to generate ‘employee engagement’? (Part II)

This post is the second one on a series of post that will deal with the human side of the enterprise and in particular ‘employee engagement’.  Why? Because you cannot have a customer-centric organisation that ‘stages’ great customer experiences if you do not create the context that enables your people to show up as ‘being great with customers and enabling greatness with customers’.  You can find the first post which introduced the ‘concept of persons’ here.

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What does it take to generate ‘employee engagement’? (Part I)

This post is the first in a series of posts in which I will be exploring/grappling with the what it takes to call forth the best from the people in your organisation.   Some refer to this as ‘employee engagement’ which in itself suggests/implies that the default state is that of disengagement.

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