Performance Management Company Blog

Ideas on People and Performance, Team Building, Motivation and Innovation

Tag: employee engagement motivation

Collaboration – Abstracts of Blog Posts of Scott Simmerman

Collaboration offers big benefits to organizations. It directly impacts motivation and engagement and innovation. Yet teams will often not collaborate, and often simply because they choose not to. The reality (and most people’s experience) shows there is more competition than collaboration in most organizations, which is a double edge sword.

What I wanted to do herein is share some of my thinking about these issues, to share a resource to stimulate your choices about these issues. My tools address these opportunities for improvement pretty elegantly.

Why do teams compete? Collaboration offers more positive benefits?

People continually make choices, selecting responses from their existing set of “behavioral alternatives” and often simply choosing to do what they have done before. The book, Thinking, Fast and Slow” by Daniel Kahneman does an excellent job of sharing the research on decision making and thinking and I expand on his thoughts in this blog.

This post focuses on some common reasons why teams compete and frames up some of the key learning points derived from session debriefings of our teambuilding simulation, The Search for The Lost Dutchman’s Gold Mine. We find that a better understanding about their choice and choices, generated from their own behavior, generates powerful impetus to make changes in how things work.

Sabotage, Defense, Engagement and Workplace Collaboration

Disengagement is but one of the stages of disgruntled employee attitudes, and active disengagement can often generate actual workplace sabotage. This can manifest in a variety of ways, from encouraging other people to mis-align with corporate values to actual adversarial behavior. It can generate work slowdowns, increase sick days or even sick-outs, theft, poor customer service and other negatives. Some general frameworks for solving these issues are discussed.

Interdepartmental Collaboration’s Vital Link to Organizational Profitability

This overviews and connects to an article I published in HR Management Magazine that frames up issues of interdepartmental collaboration and the impacts on organizations. You can download and distribute the article, if that is of interest.

Collaboration and Teamwork and dealing with Mud

I use the metaphor of mud in both my Square Wheels toolkits as well as my Lost Dutchman team building game. Mud is the glop that most workers and most managers need to get a grip on, since it generally appears everywhere and it tends to simply bog you down and make even simple things more difficult. Some managers are better “mud managers” than others simply because they choose to do things differently. These best practices can be shared.

On Collaboration and Decision-Making

This focuses on the general idea of US and THEM, and that the reality is that they are us! It shares some simple thoughts on alignment and the benefits of having a diversity of opinion on things. The reality is that ALL of us know more than ANY of us and that collaboration greatly benefits the quality of our decision making. Involvement also generates ownership, which is important to implementation.

For the FUN of It!

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+

You can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on themes of People and Performance is here.

Square Wheels® is a registered trademark of Performance Management Company

Stupidly Simple Thoughts on Employee Engagement

It took me about two seconds to come up with the title for this post, after looking at a number of different posts around ideas for engagement and ideas for improving performance this morning. I put up a couple of things on my scoop.it page on Employee Engagement and I was completing a chapter for a book, so some thinking around the issue was fresh.

the scoop.it page of scott simmermanThere is a lot of writing around what to do and how well things are working. Generally, the information provided by Gallup and Sirota and others suggests that little is actually improving. It begs the question, why not.

My belief is simple: there is not enough effective communications going on between the supervisor and the workers. There is not enough alignment to visions and goals and expectations, not enough or sufficient performance feedback (and I do not mean coaching here — see this analysis) and there is not nearly enough listening or asking questions by the management team.

So, why not?

• Is it task interference? Do the supervisors simply have too little time to devote to listening about issues and opportunities?

• Is it an actual lack of employee interest in what is going on in their workplace?

• Is it the reality of measurement, and that workers just do not have the scheduled time available to them to be in meetings with their boss?

• Is it somehow related to the overall training and development goals of the organization, in that these meetings should be produced and directed by the people in Training and Development or HR and that developmental and coaching discussions with people are not the role of the managers?

• Is it a disconnect between the manager and the supervisor when it comes to themes of productivity and employee retention and performance levels?

I am not really sure, but I do know that the opportunity for improvement absolutely exists and that it IS relatively easy to involve and engage people and get their ideas about workplace improvement and job performance skills and techniques. And I know that we can improve real teamwork and collaboration with this same approach.

Let me illustrate with two simple thoughts, expressed through my Square Wheels® theme and thinking:

Square Wheels illustration about playing with ideas

and then there is this reality:

square wheels illustration on supporting change

Is this really so HARD to accomplish? Aren’t you pretty sure that people have ideas for improvement and will share those ideas in a meeting and discussion? Sure, if the workplace has a poor history of engagement and innovation (“bad managers” abound, the research suggests), you should expect some initial venting of frustration. But most people DO have positive intentions and DO want to have a positive impact on things. They get intrinsic motivation from doing things successfully.

Implementing Round Wheels in a Square Wheels World is not all that difficult to accomplish.

If you don’t believe it, go ask somebody!

And if you are looking for a simple tool to better involve and engage, we just uploaded the new “Stupidly Simple Square Wheels Toolkit” on our website – $25 with instructions and tools.

an engagement toolkit by square wheels guy Scott Simmerman

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Square Wheels® is a registered trademark of Performance Management Co.
LEGO® is a trademark of The LEGO Group

 

 

 

 

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