Organisational Factors Based On The Engage For Success 4 Enablers Of Engagement

Employee Engagement Is Your Job

Employee Engagement Is Your Job

In the recent flurry of interest about employee engagement, there’s been a sharp focus on the role of organisations in bringing about employee engagement, based on a large body of research showing the business benefits of an engaged workforce.  It makes for compelling reading.

Workplace Drivers Of Employee Engagement

Researchers and practitioners have proposed an array of workplace drivers of employee  engagement, including the Engage for Success movement which cites the crucial role of managers in providing a strong narrative, developing and empowering staff and role-modeling the values of the organisation; and the role of the organisation in providing opportunities for employee voice.  All very sound advice.  Other studies go further to list organisational practices and policies including opportunities for flexible work, diversity strategies, communication methods, pay and benefits, the physical working environment and even brand reputation.

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Do You Have Joy At Work?

Are You Having Joy At Work?

Joy? Have you given any thought to having joy at work?! (Or joy in life in general?)

Are you like many I ask, whose response often is that they feel they don’t deserve joy, my reply is, “Oh yes you DO!’ And furthermore, it is a motivating, exciting and energising factor, well worthwhile.


But does any busy executive really have a shot at finding joy on the job?

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working for life balance

How To Achieve Work-Life Balance

When I say I help individuals achieve a better work-life balance…

When I say I help individuals achieve a better work-life balance, the response I usually get is, “Help me!”

Work-life balance can sometimes seem like an elusive ideal. When the pressure is on at work, and deadlines are tight, it can feel like we’re stuck in a work-work balance. So what can we do about it? The reality is if your workload is beginning to overwhelm you already, it is almost too late. The time to think about work-life balance is when workloads are normal and colleagues are not feeling stressed.

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5 Project Management Pitfalls and what you can do about them

The Nature Of Common Project Management Pitfalls

The 5 most common project management pitfalls are ‘adaptive’ in nature.  They are all to do with how people interact with each other during the life of a project. Rarely are they to do with the ‘technical’ aspects of the project.  This is why  we developed our People Based Project Management approach over 15 years ago.  We wanted to combat what we saw as the overly-technical focus of the projects we worked in. If anything, our work with project mangers is telling us that the need for a people-centric approach is greater now than ever!

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Stakeholder Management

What Is Stakeholder Engagement?

Stakeholder Engagement – A Nice Definition

This great little video from the great guys over at The Future 500 applies to any organisation or project that needs to engage the key people that are either involved or impacted by the change you are managing. I love the way they give a nice formal definition of Stakeholder Engagement – “the systematic and proactive integration of feedback from those impacted by your organisation’s operations” before driving home that it’s all about “shared humanity“, people talking to people.

Stakeholder Engagement Is All About Relationships

In essence, Stakeholder Engagement is all about relationships, the better and deeper the relationships between all parties, the more effective, and easier, the outcomes. Likewise, when our clients are struggling to deliver their change programmes,  the number 1 issue is their lack of engagement of key stakeholders, effectively, the weakness of relationships around the project.  Remember, Stakeholders are people that are either directly involved in the change you are driving or indirectly impacted and you should have a strategy for engaging all of them.

The Different Levels Of Stakeholder Engagement

There are, of course, different levels of stakeholder engagement, from regular communication through to full involvement in the whole project. However, the complexity doesn’t end there; due to differing levels of understanding, support and even personal commitment of those affected, you will almost certainly need to adopt an individualised strategy to manage your stakeholders brilliantly.

Questions To Ask Yourself To Get Stakeholder Engagement Right

Here are a great set of questions to ask yourself as you put your Change Plan together are:

  • What benefits does this change deliver for the stakeholders?
  • Who’s status/job/reputation is threatened most by this change project?
  • Who are the key influencers amongst the stakeholders that can help the change team?
  • What else is happening that could influence the stakeholders to think negatively about the change project?
  • Who cares about this project?

Take your time, involve as many people as possible in your thinking and keep building your professional networks!

For more on how to build effective networks at work, check out The Complete Guide to Professional Networking (2014 Kogan Page).

Alternatively, if Stakeholder Engagement is an issue for you or people in your organisation and you’d like to schedule a quick 30 minute consultation, click here to Talk to The Change Makers.


P.S.  Feel free to share this video with your colleagues.  If you have any comments or questions, post them below and The Change Man or one of our expert Change Makers will get back to you.