Right now, how engaged are you? I’m asking because crises (like coronavirus) have a way of moving me toward being disengaged—toward feeling overwhelmed, feeling I can’t make a difference, feeling like maybe it’s better to sit back and wait until things settle down. How are you feeling right now?
I’ve been thinking about things that get me engaged, things like:
- Relationship—helping a missionary couple I know develop a vision for their new ministry.
- Thought-provoking questions like, “‘If there were only five major moves to make that goal happen, what would they be?’” (High Performance Habits: How Extraordinary People Became That Way)
- Opportunities to make a difference—like helping a Christian school board upgrade its mission, vision, and philosophy.
- Short, insightful quotations like “Without the willingness to be vulnerable, we will not build deep and lasting relationships in life” (Getting Naked: A Business Fable About Shedding The Three Fears That Sabotage Client Loyalty, loc 108).
- Intriguing frameworks like Patrick Lencioni’s 4 disciplines of a healthy organization.
I’ve also been thinking about how to help others get engaged, recognizing the importance of motive, of helping others because I want to love my neighbor, because it’s the right thing to do, because helping them engage will help them move forward during this crisis. I know how much I appreciate when those around me really want to help me, and I know how much I don’t like it when someone wants to “help” me because of what’s in it for them. (In other words, they really want to help themselves, not me.)
One key way to help others get engaged during a crisis is providing quick wins. Here are 5 things you can do (in less than 1 hour) to help others get a quick win:
- Ask this question: “‘If there were only five major moves to make that goal happen, what would they be?’” (High Performance Habits: How Extraordinary People Became That Way)
- Read and discuss this quotation: “People need 3 things at work in order to love their jobs…they have to be known…to know that their job matters to someone…how to measure success in their jobs” (CAPA: Immediate Value Webinar). Follow up on the discussion by reviewing this Model and inviting participants to complete this Anti-Misery Worksheet.
- Consider this question: “How might we (with the very best of intentions) be actually having a diminishing impact on the people around us?” Next, watch Are Your Strengths Hurting Your Team? Nine Ways You Might Be Shutting Others Down (22 minutes—entertaining and insightful!). Then have participants take the 10-item Accidental Diminisher Quiz and discuss the results.
- Read and discuss this quotation: “…there’s 3 things that we need to look for in the people we hire and develop in the people we have…humble, hungry, and smart…tell me which of these you’re the least good at” (CAPA: Immediate Value Webinar). Follow up on the discussion by having participants complete The Ideal Team Player Self Ranking Exercise.
- Ask: How are you doing? How is God using the current situation to help you grow?
What about you? What helps you engage? What role does motive play in getting others engaged? How can you help others get engaged?
Here’s what I’m learning:
- CAPA: Virtual Teams: “…healthy organizations beat smart ones every time…. Healthy organizations win.”
- Don’t Listen to Me When You Shouldn’t: “Leadership is intentionally moving yourself and others toward a goal. Leadership is raising the standards while building up and developing people. Leadership is about creating the next generation of leaders who can, in turn, replicate themselves.”
- Samuel Johnson: “People need to be reminded more often than they need to be instructed.”
P.S. Bonus! Here’s a list of 10 quotations that contain the word engage, engaged, and/or engagement:
- “…for those employees given mainly positive attention—that is, attention to what they did best, and what was working most powerfully for them—the ratio of engaged to disengaged rose to sixty to one” (Nine Lies About Work, loc 1721).
- “Telling people to do it ‘because I said so’ doesn’t engage, connect, and unite people. The great leaders of today lead by collaborating and facilitating” (The Power of Positive Leadership: How and Why Positive Leaders Transform Teams and Organizations and Change the World , loc 1304).
- “The two factors that stood out above all others that characterized highly engaged employees were: being on a team increases engagement [and] trust in the team leader is the foundation of engagement” (A Study of Over 19,000 People Reveals The 2 Most Critical Factors of Highly Engaged Employees).
- “While team leaders who check in once a week see, on average, a 13 percent increase in team engagement, those who check in only once a month see a 5 percent decrease in engagement. It’s as if team members are saying to you, ‘I’d rather you not waste my time if all we’re going to do is talk generalities. Either get into the nitty-gritty of my work and how you can help right now, or leave me alone’” (Nine Lies About Work, loc 704).
- “A person who is not humble will not be able to be vulnerable and build trust, making them unable to engage in honest conflict and hold others accountable. And they’ll have a hard time committing to decisions that don’t serve their interests. A colleague who lacks hunger will not be willing to engage in uncomfortable conflict, hold peers accountable for their behaviors, or do whatever it takes to achieve results, choosing instead to take an easier path” (The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues, loc 2310).
- “Why would team members who don’t engage in conflict start to resent one another? When people fail to be honest with one another about an issue they disagree on, their disagreement around that issue festers and ferments over time until it transforms into frustration around that person” (The Advantage: Why Organizational Health Trumps Everything Else In Business, p. 41).
- “…a lot of research shows that when people engage in a compromise, they tend to focus more on what they gave up in the negotiation instead of what they received. Compromising typically doesn’t lead to lasting solutions” (Dangerous Love: Transforming Fear and Conflict at Home, at Work, and in the World, loc 740).
- “The goal is for productive conflict to become a habit: one you engage in routinely without requiring significant attention or effort” (The Good Fight: Use Productive Conflict to Get Your Team and Organization Back on Track, p. 157)
- “Vision keeps you and your team motivated, engaged, and committed so you don’t bail before the payoff” (The Vision Driven Leader: 10 Questions to Focus Your Efforts, Energize Your Team, and Scale Your Business, loc 706)
- “Meta-leaders know that optimal progress does not happen on its own. Someone must see the opportunity and engage others to see it as well” (You’re It: Crisis, Change, and How to Lead When It Matters Most, p. 30).