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Overview

Many leaders struggle to understand that happiness doesn't equal engagement. Just because an employee is happy because they are provided what they ask for, doesn't mean they are engaged.

Entitlement and accountability are two-way streets between leaders and employees and creating an irresistible culture helps easily align which street your team is taking.

Accountability starts with leaders, and entitlement does too, but it doesn't end with leaders and there are daily techniques to ensure team members are stepping into engagement when the door is opened for them.

A highly engaged culture is also a culture that has accountability scoped for employees so they can easily hold themselves accountable and choose to. Which one are you building in the workplace for your team, an accountable or entitled culture? If you want to learn steps to creating the culture we often sit back and dream of, this webinar will provide the application tools needed to do so.

Why you should Attend

Employee Engagement in the workplace continues to be a hot topic because many organizations understand the value of having an organization that employees want to be in, engage in, and thrive in. Creating an Irresistible Culture provides the formula for turning hope into reality in the workplace. Employees want time and consistency.

The time piece, involves, as leaders, ensuring we make time for our employees in face to face instances. Employees appreciate face time with their leader, when they know their leader cares. However, leaders often get so caught up in pursuing the business results of our organization, they overlook the people and forget the fact that they are the ones achieving the needed business results.

The consistency piece is how we approach connection methods with our team in areas like the following and build them into our leadership processes. Learn how to bring both into every day actions in your work environment

Areas Covered in the Session

• Discuss the difference between engagement surveys and developing engagement every day
• Develop a process for focusing on engagement as part of a performance management process
• Choose an approach for developing accountability with engagement on their teams
• Sketch out ideas to incorporate engagement growth at the personal, workgroup, team, and department levels
• Prepare for use of the 4 C's to creating an enrichment versus entitled culture
  

Who Will Benefit

• Chief Human Resources Officers (CHRO)
• HR Vice Presidents
• HR Directors
• Organizational leaders at levels
• Hiring Managers
• HR Specialists
• HR Generalists
• Learning & Development Professionals
• Organizational Development Professionals
• Organizational Excellence Professionals
• Talent Development Professionals
• Executives