Elaine Jacob

Enlightening Minds

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Being Resourceful and Innovative

When you look at the history of Innovation – these two names are bound to come up – Thomas Edison and Henry Ford. Now I don’t know about you – but when I look at this picture, I wish I was in that conversation. I wish to hear the words exchanged between these two friends that inspired such revolutions in

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Commitment to your Success Journey

Hey there, So as we have been working through the Leaderbytes on Success – I referred to a Homework Piece that you would need to engage in… Your Success Manifesto here: I commit myself today to being successful. I recognize that success is a process, not a destination. I will discover my dream and do what I can to …….

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What it really means to trust

Brené Brown on What it Really Means to Trust Brené Brown explains the complexity of trust—how it’s gained, how it’s lost, and why trusting ourselves is so important. BRAVING: An Acronym for Building Trust  To talk about trust, Brown uses the acronym BRAVING which stands for: boundaries, reliability, accountability, the vault, integrity, non-judgment, and generosity. Understanding that these are components

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Success Series

Success is an elusive thing!!! Listen to today’s LeaderByte on unpacking what true success is for each of us!! Download Your Complimentary E-Book Here  “The good life is a process, not a state of being. It is a direction not a destination.“Carl Rogers You can see by the definition above  why success is a journey rather than a destination. No matter

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The Five Behviours of Cohesive Team

Summary Patrick Lencioni’s 2014 book “Five Dysfunctions of a Team” offered a useful fable about an executive taking over a company (Decision Tech) and her challenges creating a cohesive executive team. The novel is an easy read with recognisable characters. Everyone will relate to the scenario of a team of leaders that struggle to be effective as a leadership team.

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Mentorship

29 Questions to ask your mentor in your next meeting. What are good questions to ask a mentor? Every mentor/mentee relationship is different so don’t take a cookie-cutter approach. Prepare questions that feel right for you and that you think will help build a successful mentoring relationship. But, to help get you started, we’ve put together a list of ideas

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To thine own self be true …

Wonderful words by Shakespeare indeed. But gosh – I am not sure whether like me you struggle to know “thine self”. Today we turn this blog focus around a bit!!! I focussed on Engagement for the past 4 months and the next 4 are deeper to this beautiful chasm called YOU!!! I say Chasm – because it runs deep, deeper

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How Managers Impact Engagement

We have a saying –  Employees join companies and quit managers. When it comes to engagement and retention, managers are the key pivot point for employees. Gallup has found that 70 percent of the variance in engagement relates to the relationship between a manager and his or her team. Let’s explore this further. An engagement problem is typically a poorly-trained-manager problem We understand

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Engagement Trends

After all this time collecting valuable data on the engagement trends in an organization, what are we finding? Let’s dive in. Overall Engagement Trends When we measure engagement, the results usually look like a bell curve. The Actively Disengaged and Somewhat Disengaged employees fall on the left side of the bell curve, and the Actively Engaged and Engagedare over on the right. Based on our 2017 global

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Understanding Instrinsic and Extrinsic Motivation in the Workplace

This past month we’ve talked all about the brain, emotions, and our natural and intense need to establish safe and secure relationships both at home and at work. For our last post in this series, I’m taking on an important topic when it comes to understanding behavior: intrinsic and extrinsic motivation. Motivation isn’t about inspirational posters. True, lasting motivation is

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Adult Attachment Theory: The Science of Employee Engagement

Understanding Engagement Early man discovered a harsh reality when it comes to survival in a primitive era – the best defense in a hostile and violent environment wasn’t a spear or a shield – it was a clan or a tribe. For hundreds of thousands of years our predecessors lived every day with a simple, yet life-preserving directive; get into

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The Role of the Limbic System at Work

What do you think drives employee behavior? Pay raises? Happy hours? Free coffee? It’s possible these perks can boost your team’s moment-to-moment happiness, and they are certainly nice benefits. But, when it comes to getting work done – and retaining your best performers – will lattes influence their long-term behavior? The answer is no. What truly drives behavior is the

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Leadership Challenges: Leading with Intention

All month I’ve been working through challenges managers bring to me during my bootcamp and workshop sessions. Today’s challenge is all about how to lead with intention to create an engaged culture at work that doesn’t solely rely on the leader but rather creates a culture of engagement throughout the entire company. It starts with intent Here’s what we know

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Leadership Challenges: Leading a Multigenerational Workforce

Over the past few weeks we’ve touched on challenges all leaders face. Today I’m tackling an issue I’ve seen pop up over and over again lately (and one that we will continue to face!): how to lead a multigenerational workforce. I get questions about this from managers all the time. “How do I calibrate my leadership across generations? What I do

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Leadership Challenges: Accountability

This month I’m taking on your biggest leadership challenges. Last week we discussed creating a retention strategy to keep your top performing employees. This week I’m touching on accountability, an issue that comes up frequently during my work with CEOs. Understanding to whom (or to what!) your employees feel accountable to will help you in guiding your team – and

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Leadership Challenges: Retention

This month I’m tackling the topic of leadership challenges. Leaders face challenges at every turn. Beyond the external challenges like increased competition, changing best practices, and new markets, leaders also face pressures inside the company  – everything from retaining your best employees to ensuring your entire senior leadership team models the values of your company. Over the next few weeks,

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The Four Most Important Lessons Regarding Core Values for Your Company

Every company has a set of values that impact the daily behavior of employees. Company values can either be nice, inspirational words on the office wall with little to no impact on employees’ day to day, or they can represent the true embodiment of what a company culture stands for. Leaders that heed these four essential lessons will be able

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Correcting a Disengaged Culture

Do your employees exhibit low levels of trust and reliability? Do they produce poor quality work, attempt to evade responsibility, or make excuses for bad outcomes? If so, the problem goes beyond your employees – it’s time to step back and pay attention to your whole work culture. Widespread disengagement is a result of a dysfunctional culture in the organization, not a cause. Employees

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Learning a Relational Leadership Mentality

In his seminal book Instant Replay, about the World Champion Green Bay Packers under legendary coach Vince Lombardi in the 1960s, Jerry Kramer describes Lombardi’s leadership. He was authoritarian, mercurial, and endlessly demanding. Despite a roster of Hall of Fame players, everyone knew who the boss was. Players feared Lombardi and his tirades and worked tirelessly to stay out of his

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Four Factors That Motivate Your Employees Daily

Every employment comes with a paycheck; it’s the very definition of a job. But as long as employees are fairly compensated, survey after survey shows that money is not one of the top workplace concerns. Far more impactful in today’s workplace are a number of workplace conditions that could be labeled as quality of life on the job. Money satisfies, it doesn’t engage employee’s

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Subtle Signs of a Toxic Company Culture

The marketing guru Stan Phelps likes to say that it’s hard to see the label from inside the can. He’s talking about having perspective in a marketing sense, but the same holds true inside a company’s workplace. When things go wrong, it’s often senior leaders who are the last to know. Most organizations don’t set out to create a toxic

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Breaking Down the Corporate Hierarchy

n his seminal 1989 study, The Iceberg of Ignorance, consultant Sidney Yoshida found that top management and middle management are aware of less than one-tenth of front-line problems, whereas supervisors are aware of three-quarters of them, and front-line employees know about all of them. This is probably not shocking to you. In many organizations, the lowest-paid employees are the receptionists, customer

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Culture Problem

How to Know When Your Company’s Problems Lie in Corporate Culture There is a pervasive feeling among your managers that their frontline employees aren’t invested in the company’s goals and objectives. Your office empties at 5:00 p.m. and doesn’t fill again until 9:00 a.m. the next day. People trickle into meetings five or ten minutes late and don’t seem enthused

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Absenteeism

Absenteeism in the Workplace Has Tangible Costs Absenteeism bears high costs for companies due to lost productivity and disruption to teams and project deadlines. Employees fail to show up for a multitude of reasons, some more legitimate than others. One key reason is a toxic work environment that makes coming to work depressing, onerous, even threatening. What’s most tragic about

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William Kahn: Father of Employee Engagement

In 1990, when Jack Welch was leading General Electric to ever-greater heights by preaching the power of firing 10 percent of his employees each year, Dr. William A. Kahn advocated a different approach. Kahn—a professor of organizational behavior at Boston University’s Questrom School of Business—published groundbreaking research in the prestigious Academy of Management Journal in which he coined the term “engagement” in

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You Must Measure Employee Engagement

It’s well accepted in business that what gets measured gets done. Organizational leaders can talk all day about employee engagement, but measuring the organization’s progress brings into stark relief whether those efforts are working—providing a road map to what should come next. When an organization measures its employees’ engagement, it signals to the staff that the organization cares about the

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Create a Circle of Safety for your team

Simon Sinek describes what he calls the “Circle of Safety” with this simple story: A lion used to prowl about a field in which Four Oxen used to dwell. Many a time he tried to attack them; but whenever he came near they turned their tails to one another so that whichever way he approached them he was met by

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The Importance of Accountability in an Engaged Workplace

A workplace in which employees are engaged without being accountable is unsustainable. Accountability is critical to any human operation in which work must get done efficiently, effectively, and within budget. More importantly, it also has a major impact on top performers and overall employee engagement. Consider a workplace environment where some employees are highly engaged (“A” players), while others are

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We Are All Orphaned Children: The Importance of Connection

Look around you. The trappings of modernity dominate your life—computer-phones, electric cars, drones, connection, and so on. But the operating system for your physical and emotional being dates to the earliest proto-humans. Our progenitors rose to the top of the food chain primarily because they learned how to pool and share social resources. They found physical safety and emotional security

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What Really Drives Employee Engagement?

Most of us want to work in organizations where we look forward to going to work and feel a sense of engagement in what we do and who we do it with. The challenge we are hearing from CEO’s across the country is “what is the best approach?” Satisfaction vs. Engagement What is the biggest mistake leaders can make? Focusing on employee

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Your Brain’s Limbic System Offers a Roadmap to Productivity

If you’ve ever attempted to motivate an employee by focusing on their faults and insinuating that their job was on the line, and then found that their performance deteriorated, or that they became defensive and angry, you have encountered the brain’s limbic system. The limbic system is the reason that employees who feel safe in their jobs and secure about

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Five Steps to Building an Engaged Team at Work

The brain is hardwired to seek connections, to be in a tribe. People don’t grow up in tribes anymore, but they do join one – their workplace. If businesses want engaged, enthusiastic, loyal employees, they must create the conditions that the brain was born seeking. When it finds it, it thrives. Your job as a leader of your organization is

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How to Give Feedback That Empowers Employees

For many organizations, feedback is an annual event at which an employee is often shocked to hear that their manager’s assessment of their work doesn’t match their own. Recent research has found that roughly one in three annual performance reviews resulted in negative outcomes. Clearly, this isn’t the best way to provide meaningful feedback. Effective feedback is an ongoing process,

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The ABC Method of Accountability in the Workplace

There is an ongoing conversation among business leaders regarding the need for open and positive workplaces. It’s a cornerstone of the effort to create a productive culture that promotes employee engagement. Yet at the same time, employees need to be held accountable to their work, their team, and to company core values. How can managers and supervisors maintain performance expectations