In a time of scarcity, the greatest abundance is the plentiful of being more of who we already are.
Today’s leaders own a lot. We are responsible for a continuum that has the bottom line on one end, and on the other, cultivating conditions for the organization to thrive during times of uncertainty. We must empower our people to reach beyond the boundaries of imagination to enhance the customer service experience and develop innovative products and services. 21st century leaders are tasked with engineering an ecosystem of hope in the workplace and beyond. This is challenge of the new engagement paradigm.
In the new engagement paradigm, conversation is the catalyst for every shift
I believe designing a space that betters organizational and individual life while driving business excellence requires 5 key shifts.
1. Openness → Truth
Open-door approachability is no longer enough. Leaders must shift engagement from providing opportunities for autonomy, to creating a culture of authenticity. Once we recognize our truth as leaders – who we are when at our best, and we own it, we can begin to understand how to consciously influence engagement in a way that matters.
2. Values → Voice
It’s time to stop talking about what connects us, and to start talking to each other about why we’re connected and exploring how it shows up as a strength in the workplace. This shift is a trust-building exercise.
3. Performance → Play
Employees are hired to perform on time and on budget in agreement with the essential job duties they signed up for. This also grooms them to have one foot out the door. The leadership call to action is to be in the relentless pursuit of emotional, spiritual and financial profit. Happiness improves the bottom line.
We must empower our people to reach beyond the boundaries of imagination to enhance the customer service experience and develop innovative products and services.
4. Dream → Dare
The impetus for implementation is shifting from creativity to bravery. Thanking your talent for being bold enough to push fear of failure aside is just as important as ideating. Curating courage to do things differently is what organizations need to transform brainstorming to building.
5. Embrace → Exchange
If we look at adoption to change as a physical action, it’s opening our arms to invite and welcome. However, as we seek to grasp and hold onto this new way of being, we end up using our energy to guard and protect what we’ve learned. It’s just as important to find ease in extending our willingness to share, as it is in accepting knowledge. Organizational resiliency lives in these exchanges that harvest collective intelligence.
Hope is not the expectation that things will turn out well, it is the belief that there is meaning no matter how things turn out. –Vaclav Havel
In the new engagement paradigm, conversation is the catalyst for every shift. It starts with the one you have with yourself (personal truth), then with your talent (leadership truth) and with your customers (brand truth).
When you are clear on your truth as a leader, tell it to five people outside the boardroom and empower them to pay it forward to another five. As this exercise unfolds, the circles of truth will begin to overlap and the dotted lines will disappear. What will emerge is a sense of community weaved together through storytelling, ownership and trust. This is where the organic flourishing of an ecosystem of hope begins.
The new engagement paradigm starts from within.
This post was originally published on the Switch And Shift blog in the “Winning Employees Through Engagement” series.