Building a highly engaged organisation AND a Strategic network

June has been quite gloomy here in Yorkshire so far. Despite the dreary skies and rain, there are always moments of joy and inspiration to be found.

What has brought you joy since my last newsletter?

For me, it’s been the opportunity to work face-to-face and embrace creative approaches in my practice. From using LEGO blocks to encouraging free drawing, I’ve been able to make use of physical space and engage in somatic activities, perceptual positioning, locograms… These dynamic and interactive experiences have been incredibly rewarding.

I attended Gallup’s State of the Global Workplace Report Launch Event

Key Insights that stood out :

1. Increasing engagement: Enhancing employee engagement significantly improves organisational metrics such as employee well-being, productivity, profitability and sales.
2. Loneliness among employees: A striking 20% of global employees experience daily loneliness, with remote workers being particularly affected.
3. Manager impact on engagement: Managers influence 70% of team engagement variance, yet they often face more negative experiences and are more likely to seek new jobs.
4. Engaged managers boost engagement: While engaged managers significantly increase employee engagement, only 30% of managers and 23% of employees worldwide are currently engaged

👥 Becoming a highly engaged organisation:

Creating a highly engaged organisation requires intentional leadership and sustained effort. Leaders who build strong and resilient cultures do these things:

• Prioritise manager hiring and development: Hire managers who excel at engaging their teams and train them to be effective coaches. This includes providing consistent, meaningful feedback to inspire better performance.
• Integrate engagement throughout the employee and manager lifecycle: Make engagement a core business strategy. This approach influences hiring, onboarding, coaching, and talent development. It’s woven into performance management, goal setting, team meetings, and manager-employee conversations, shaping organizational culture.
• Emphasise holistic wellbeing: Focus on both workplace and personal wellbeing, from financial literacy to community volunteerism. These initiatives enhance both employee satisfaction and organisational performance.

What steps are you taking to enhance engagement and well-being in your workplace?

🌐 The Power of Networks

In my last newletter,I promised to share some insights on networks. Something I have been doing more of since starting my business Executive Leadership Coaching

‘Your network is your net worth’ Porter Gale

Herminia Ibarra, author and professor at INSEAD, categorises networks into three main types: operational, personal and strategic.

Operational networks: These networks consist of relationships that help you manage current internal responsibilities. They include direct reports, superiors, peers and colleagues within your organisation. Building strong operational networks ensures smooth day to day functioning and enhances your ability to execute tasks effectively.

Personal networks: these extend beyond your immediate work circle. They include friends, family and social acquaintances. They provide support, advice and access to diverse perspectives. Personal networks are crucial for emotional support and broadening your worldview.

Strategic networks: these networks are forward looking and include connections that help you achieve future goals. Strategic networks consist of industry leaders, influencers and individuals who can provide insights into emerging trends, opportunities, and threats. Building strategic networks is key to long term career planning and gaining influence in your field.

In my observation, many leaders excel in operational and personal networks but often struggle with strategic networking. Common factors shared by my clients include:

• Short term focus: Operational and personal networks yield immediate benefits, while strategic networks require a long term perspective with leaders prioritising short term gains over relationship building.
• Comfort zone: Leaders stick to existing circles (operational and personal networks). Venturing into strategic networks involves stepping beyond familiarity.
• Risk aversion: Building strategic networks means reaching out to influential individuals, industry leaders and collaborators. Fear of rejection hinders proactive efforts.
• Time constraints: Strategic networking demands time with leaders citing that their schedules are too busy.
• Lack of strategy: Some leaders lack deliberate networking approaches, failing to set clear goals or invest strategically.”

85% of job vacancies are filled through networking

When my position as Head of Leadership Development Coaching at Barclays UK was made redundant, I initially found this hard to believe. However, my own job search experience proved me wrong!

💡My top tips for building your network:

Define your goals: Identify what you want to achieve through networking. Are you aiming to advance your career, gain industry insights, find potential collaborators? Clear goals will guide your efforts and help you build relationships aligned with your objectives.

Be authentic and provide value: Be genuinely interested in others. Look for ways to provide value – share expertise, relevant information or connect people within your network. Building a reputation as a reliable connector increases your influence.

Diversify and expand your network: Avoid the echo chamber effect by connecting with individuals from various backgrounds, industries, and roles. A diverse network offers fresh perspectives, enhancing your ability to innovate and lead effectively. Engage in industry events, conferences, and online forums to meet new people and expand your network.

Follow up: Networking isn’t a onetime effort. Regularly follow up with new contacts. Share articles or resources that might interest them, celebrate their achievements and maintain consistent engagement. Staying connected keeps you top of mind and strengthens relationships.

By strategically networking, you not only build a supportive network but also position yourself as an influential leader who can mobilise resources, shape opinions and drive success.

🚀 Ready to build engaged inclusive high performing teams, advance your career, elevate your leadership or need some support in navigating organisational challenges and transitions, get in touch.

V