Develop “Thinking Managers” to Bridge the Engagement Gap

Entrepreneurship - Business

Earlier this month, Ann Herrmann-Nehdi and HRDQ-U hosted a free webinar entitled, Developing “Thinking Managers” To Bridge the Engagement Gap. Herrmann-Nehdi is CEO of Herrmann International, the originators and trailblazers of Whole Brain® Thinking and the Herrmann Brain Dominance Instrument® (HBDI®). She is the co-author of The Whole Brain Business Book–Second Edition which will be released later this year.

Over 655 people registered to listen to the webinar live. If you want to watch and learn, you may do so here.

The reviews ranged from, “Excellent presentation – great presenter and content. Well-organized, informative, and applicable” to “This was one of the best webinars! Thanks.”

When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution? There’s a wealth of research showing that managers not only play a large role in whether or not employees are engaged, they often don’t seem to know what will actually engage them. This webinar addressed those issues.

“A mind that is stretched by new experience can never go back to its old dimensions.” Oliver Wendell Holmes

The agenda of the session was as follows:

  • Engagement: Where are we?
  • Four Challenges/Drivers of Engagement
  • Engaging the Whole Brain®Way
  • Keys to Individualizing Engagement

Culture and engagement are at the top of virtually every list when it comes to what is important to both employees and managers. Low engagement tends to have below average shareholder value whereas high engagement tends to have above average shareholder return.

Statistics show that companies with highly engaged employees enjoy 2.5x more revenue than their lower engaged peers. Employees with low engagement are also 4x more likely to leave an organization than those with high engagement. Those number are scary! Can your company afford the ripple effect of those losses? For many, the answer is no.

There are Four Drivers of Engagement. They are:

  1. Strength-based performance
  2. Clarity of expectations
  3. Frequent, varied communication
  4. Focus on future development

Engagement is defined as, “Winning the hearts and minds of employees in ways that inspire them to deliver high performance.” Sounds good, right? But how do you do it and what are we doing wrong?

It all starts with “awareness”. You must be aware that people all have different thinking preferences and that everyone processes information differently.

This is where the Whole Brain Model comes into play, too. Understanding how and why people do what they do will help you engage them and close the gap that is often formed before you even know it.

There are several keys for managers to understand in order to engage their employees.

Own       Value       Stretch       Align       Coach

63% of employees say their manager has a direct influence on their satisfaction and engagement. It’s up to you to determine if that influence will be a good one or a bad one.

For much more information on how to bridge the engagement gap and learn about your employees and yourself, click here.

Sign up today to make sure you don’t miss the next free webinar!

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