1. Engaging People: Engaging for Results
Nepal Administrative Staff College
Engaging People: Engaging for Results
Day 2-I
30/11/2018
Advanced Course on Management and Development

2. Forethought
“People may doubt about what you SAY but they will believe what you DO and they will practice what you make them FEEL”
- Lewis Cass and Ken Wright
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3. Situation #1
You are assigned to prepare a proposal for cabinet by your supervisor. You need to consult him/her in some issues. You tried an appointment but notified that he is in urgent meeting with Secretary. Waiting for half an hour you decided to intervene because of urgency. While entering into the room, you noticed that wider tea-discussion is going on about cabinet expansion and potential minister to your ministry.
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4. Situation #2
With an advent of ICT, your workplace is equipped with internet facility. As a supervisor, while roaming around, you find that an employee spend one hour on an average browsing online news portals, social media, stock-market updates etc. at his/her workstation.
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5. Situation #3
You assigned your subordinate a job of preparing a summary of macroeconomic indicators as supplement of making presentation at international conference. Because of busy schedule, you forgot to remind him. Few hours before conference begin, as you asked for the same, he answered with a gentle smile and expressed sorry for forgetting the assignment.
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6. Situation #4
You are spending extra hours to your work to complete assignments on time without claiming overtime allowance etc. You know that your sincere efforts have significantly contributed overall performance of your organization. Your supervisor acknowledged your efforts in general staff meeting and awarded as “Best Employee of the Month !”
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7. Situation #5
Over two decades of an average service period, you have consistently noticed that your physical workstation is very poor as compared to a living room of your own home in terms of cleanliness, sanitation, decoration etc. where you spend eight hours a day- significant productive time of life with exposure to thousands of people over the years.
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8. Workforce constitute…
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9. Video
The Cart - Performia.mp4
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10. Engaged Employees
Employees work with passion and feel profound connection to their organization. They drive innovation and move the organization forward.
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11. Not-engaged employees
Not-engage employees are essentially ‘checked out’. They are sleep walking through their workday, putting time- but not energy and passion- into their work
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12. Actively disengaged employees
Actively disengaged employees aren’t just unhappy at work; they are busy acting out their unhappiness. Every day, these unhappy workers undermines what their engaged coworkers accomplish.
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13. Data says… (Gallup Survey, 2016)
Only 13% of the world's one billion full- time workers are engaged at work. The engagement ratio in South Asia scores11%. Think of our workplace…
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14. Engagement and Productivity
Per-person productivity = Talent x (Relationship + Right Expectation + Recognition/Reward)
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15. Why we are talking about engagement?
Poor performance
Eroding public trust (dissatisfied service recipients)
Constant absenteeism
Poor organization
Interruption in idea generation
Ineffective collaboration
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16. It’s leadership that matters
Disengagement is the result of poor leadership
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17. Levels of leadership (John Maxwell)
5. Pinnacle: Respect- People follow you because who you are and what you represent
4. People Development: Reproduction- People follow because of what you have done for them
3. Production: Results- People follow because of what you have done for the organizations
2. Permission: Relationships- People follow because they want to
1. Position: Rights - People follow because they have to
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18. A Leader is a Learner of People Situation Possibilities
…and DEALER of HOPE !
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19. Engaging People: Knowing your people
Nepal Administrative Staff College
Engaging People: Knowing your people
Day 3-II
30/11/2018

20. Please Stand in the word clauses that apply to you
I have been in civil service for more than two decades.
My educational background is not management.
I have a birthday this month.
I love to work with autonomy.
I lost a family member this year.
I know more than 3 languages.
I think the structured environment destroys a person creativity.
I ate what I cooked today.
I love engaging myself in sports.
I saw a four wheeler vehicle only after the age of 10.
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21. Knowing your people Keeping an open mind.
Respecting their individual differences and Strengths
Knowing and understanding the reason behind the status of engagement.
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22. Employee profiling
Work on the individual employee profiling sheets provided to you .
Work in groups to generate common learning.
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23. Knowing your people What was easy to recall about your team members?
What was difficult to recall about your team members?
How did you get those information?
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24. Importance of Knowing people
They do not turn on you.
You understand their grievances.
You can divide works more effectively.
You can motivate them to work.
What does research Say?
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26. 30/11/2018

27. Walking around
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28. How do we know our people?
Speak the common Language Sabina Nawaz 2017, HBR
Talk Naturally During Downtimes Catherine Decker, Outsell 
Manage By walking Around Lisa Whealon, GL group, Inc. 
Ask about their Socials  Laurie Shakur, Gracenote
Make sure to listen  Todd Richardson, Emplify 
Approaches require varietyAmbrosia Vertesi, Duo Security 
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29. Engaging People: Drivers of Engagement
Nepal Administrative Staff College
Engaging People: Drivers of Engagement
Day 3-III
30/11/2018
Advanced Course on Management and Development

30. Shared leadership
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31. Drivers of Engagement
Employee perceptions of job importance – Job Design
Employee clarity of job expectations –
Career advancement / improvement opportunities 
Regular feedback and dialogue with superiors
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32. Drivers of Engagement
Quality of working relationships with peers, superiors, and subordinates –
Perceptions of the ethos and values of the organization
Effective internal employee communications 
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33. Drivers of engagement Relationship with Managers Happiness Coaching
Feedback
Opportunity to grow/develop
Happiness
Respect employees
Show genuine concern
Ask for Ideas
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34. Drivers of engagement Wellness Alignment with core values
Walk around frequently
Provide healthy snacks
Offer health club membership
Alignment with core values
Repeat the core values
Inspire with mission
Share the vision
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35. Drivers of engagement Workplace satisfaction
Pay fairly
Enable employees
Give clarity of their job role
Relationship with colleagues
Organize team events
Encourage informal chat
Let employees work together
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36. Showing by doing Small winning steps
Small assignments completed brings a trust that “work can be completed”
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37. Drivers of engagement Feedback Recognition Check in once a month
Encourage peer feedback
Ask for new ideas
Recognition
Recognize per week
Ask coworkers to praise
Be specific with praise
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38. Drivers of engagement Personal growth Ambassadorship (Advoate)
Encourage side projects
Continuous learning
Repeat the mission
Ambassadorship (Advoate)
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39. We seek departure… Who you are to what you do
What you do to what you deliver
What you deliver to what you create
What you know to how you practice
Who you are to who you want to be…
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40. Closing thoughts Leadership is not a title. It’s a behavior. Live it.
Robin Sharma
“Leadership Effectiveness is neither an ability nor talent. It is a habit, a practice, a self-discipline that must be learned.”
- Peter Drucker
30/11/2018