Managing for Employee Engagement Participant Workbook

Managing for Employee Engagement Participant Workbook

Paperback

By (author) Patrick M. Lencioni

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  • Publisher: John Wiley & Sons Ltd
  • Format: Paperback | 72 pages
  • Dimensions: 198mm x 226mm x 10mm | 386g
  • Publication date: 19 April 2011
  • Publication City/Country: Chichester
  • ISBN 10: 0470520736
  • ISBN 13: 9780470520734
  • Edition statement: Workbook
  • Illustrations note: col. Illustrations
  • Sales rank: 1,290,647

Product description

Discover how you can make your employees more fulfilled-and more successful-in their jobs It is a simple fact of business life that any job, from investment banker to dishwasher, can become miserable-and that even the most well-meaning manager can miss the causes. According to Patrick Lencioni, three underlying factors make a job miserable-anonymity, irrelevance, and immeasurement. Based on Lencioni's Three Signs of a Miserable Job model, the Managing for Employee Engagement Workshop will help managers understand the root causes of job misery and provides action items to develop an engaged workforce. Participants will also:* Examine the Three Signs of a Miserable Job model and explore the effects of job misery on employees, managers, and organizations* Use the feedback from a 180-degree assessment to identify your behaviors which may contribute to employee misery* Learn simple yet powerful techniques for making your employees' jobs more fulfilling and more productive The Managing for Employee Engagement: Participant Workbook is the companion piece to the Facilitator's Guide Set.

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Author information

Patrick Lencioni is a New York Times best-selling business author of nine books including The Five Dysfunctions of a Team and The Three Signs of a Miserable Job. As president and founder of The Table Group, Pat has consulted to CEOs and leadership teams in organizations ranging from Fortune 500 companies and start-ups to churches and non-profits. Pat's work has been featured in numerous publications such as BusinessWeek, Fast Company, Inc. Magazine, USA Today, Fortune, Drucker Foundation' Leader to Leader, and Harvard Business Review. Prior to founding The Table Group, Pat worked at Bain & Company, Oracle Corporation, and Sybase, where he was vice president of organizational development. He also served on the National Board of Directors for the Make-A-Wish Foundation of America from 2000-2003

Back cover copy

Discover how you can make your employees more fulfilled--and more successful--in their jobsIt is a simple fact of business life that any job, from investment banker to dishwasher, can become miserable--and that even the most well-meaning manager can miss the causes. According to Patrick Lencioni, three underlying factors make a job miserable--anonymity, irrelevance, and immeasurement. Based on Lencioni's Three Signs of a Miserable Job model, the Managing for Employee Engagement workshop helps you understand and then eliminate these three primary causes of job misery and, in turn, boost job fulfillment among your employees.In this workshop, you will: Examine the Three Signs of a Miserable Job model and explore the effects of job misery on employees, managers, and organizationsUse the feedback from a 180-degree assessment to identify your behaviors which may contribute toemployee miseryLearn simple yet powerful techniques for making your employees' jobs more fulfilling and more productiveWhen you complete this workshop, you will have mastered new skills for boosting job fulfillment among your employees. And the results will resound throughout your organization with increased productivity, improved employee retention, and the powerful competitive advantage that comes from motivation and common purpose.

Table of contents

WORKSHOP OBJECTIVES. QUICK QUIZ: How Much Do You Know About Job Misery? THE THREE SIGNS OF A MISERABLE JOB MODEL. DEFINING A MISERABLE JOB. WHAT IS THE COST OF JOB MISERY? WHO IS RESPONSIBLE FOR ELIMINATING JOB MISERY? THE MODEL. Anonymity. Irrelevance. Immeasurement. BENEFITS OF ELIMINATING JOB MISERY. ONLINE ASSESSMENT: EVALUATING THE FEEDBACK REPORT. FIRST IMPRESSIONS OF FEEDBACK. DETAILED ANALYSIS OF FEEDBACK. MANAGER'S SELF-ASSESSMENT. FIRST IMPRESSIONS OF SCORES. SELF-ASSESSMENT. OVERCOMING THE THREE SIGNS. TEAM PROFILE WORKSHEET. ACTION STEPS FOR OVERCOMING THE THREE SIGNS. Anonymity. Irrelevance. Immeasurement. ANTI-MISERY WORKSHEETS. HOLDING THE CONVERSATIONS. REVIEW AND FOLLOW-UP. IF YOU WERE A COACH ... ACTION PLANNING. COMMITMENT. KEEPING THE LEARNING ALIVE. APPENDIX. GUIDELINES FOR INITIATING CONVERSATIONS WITH YOUR TEAM. SUGGESTED ACTION STEPS FOR OVERCOMING THE THREE SIGNS OF A MISERABLE JOB. SAMPLE CONVERSATION. RESOURCES AND READING LIST. ABOUT THE AUTHOR OF MANAGING FOR EMPLOYEE ENGAGEMENT.