Tanveer Naseer

Leadership Coach, Speaker, and Writer

Understanding The Real Drivers Of Employee Engagement

NYT bestselling author Kevin Kruse reveals the 4 real drivers of employee engagement that are critical to an organization's ability to drive growth and success.

It’s a common fact of leadership today that if you want to improve productivity and fuel organizational growth, you need to make sure your employees are engaged at work.

And yet, despite both the evidence supporting the critical role employee engagement plays to driving your organization’s success and most leaders wanting to improve employee engagement levels in their workplace, organizations everywhere are still struggling with this issue. Why is that? This conundrum serves as the basis of my conversation with fellow leadership expert and NYT bestselling author, Kevin Kruse.

Kevin is a serial entrepreneur having founded several multi-million dollar companies, and even winning the “Inc 500” and “Best Places To Work” award for company culture.

In addition to writing for Forbes, Kevin is the author of several books, including his New York Times bestseller, “We: How to Increase Performance and Profits Through Full Engagement”. Currently, Kevin serves as the Founder and CEO of LEADx, an online leadership learning platform that offers free leadership development to leaders around the world.

In this episode, Kevin and I focus on his book “Employee Engagement For Everyone: 4 Keys to Happiness and Fulfillment at Work” and over the course of our conversation, we touch on a number of important insights about employee engagement, including:

  • Why the biggest hurdle we face in improving employee engagement is often due to our not truly understanding what it really means.
  • The surprising finding about who’s responsible for driving employee engagement in today’s workplaces.
    How improving employee engagement levels doesn’t simply benefit the organization, but also has a positive impact on employees outside of work.
  • What studies have found to be the 4 primary drivers to effectively drive employee engagement, and with it, organizational growth and success.
  • Understanding what building trust really means in terms of driving employee engagement.
  • What leaders get wrong about communicating more to boost employee engagement.
  • What leaders and employees need to understand about recognition and its role in driving employee engagement.

I’d appreciate it if you could help your support help support future episodes of this leadership podcast by taking a moment to rate my show on Google Play, Stitcher Radio, or iTunes.

It’s worth noting that my leadership podcast was recognized by Inc. As one of “12 podcasts that will make you a better leader”. So please help me get the word out about my show.

Click on the player below to listen to the podcast: Click here to continue reading »”Understanding The Real Drivers Of Employee Engagement”

Do You Have The Courage To Change How You Lead?

Leading change is more than a process; it's a journey that challenges our understandings and opens up new insights and perspectives.

If there’s one constant to doing business in today’s global environment, it’s that things inevitably change.

Of course, when it comes to change in today’s organizations, more often than not it’s sorted into one of two boxes – change that drives our efforts towards innovation, or change that we have to manage in response to fluid conditions in our market space.

In my work, I get many leaders who want to discuss the latter condition – of how to manage change that comes with the changing needs of your customers, the changing needs of what you need to attract and retain employees, and the changing needs of how you’re supposed to lead in an increasingly multi-generational and diverse workforce.

In many of these conversations, it becomes clear that what these leaders are after is a playbook – a straightforward, step-by-step process of how to get through this “change initiative” quickly, so that they can shift their focus back to the work that they view as being ‘the real and important work’.

But change is not simply another item on your To-Do list. Indeed, dealing with change is more than a process; it’s an on-going journey of exploration and discovery [Twitter logoShare on Twitter].

This is that roadblock that impedes so many of us from taking those critical first steps in this journey of change. As there’s no guaranteed notion of what awaits us, how can we be sure it’s worth opening the door to see what’s on the other side?

As such, the question we face is do we have the courage to change, not just today, but as we move forward? [Twitter logoShare on Twitter] Will we treat change not merely as something we’re willing to do today, but as something we’ll embrace going forward as new realities sharpen into focus as we continue on our journey towards achieving our long-term goals?

Of course, sometimes we might not feel as though we have a choice, especially in those moments when Click here to continue reading »”Do You Have The Courage To Change How You Lead?”

Leadership Biz Cafe Podcast #22 – Andy Molinsky On Stepping Outside Your Comfort Zone To Succeed

Discover the real keys for how to effectively move outside your comfort zone to develop new skills and insights that will power your success.

There’s a common saying shared often in our social media streams that you achieve success, we need to take a leap out of our comfort zone in order to access that space ‘where the magic happens’.

But is this really what we need to do to achieve success and personal fulfillment? That question serves as the starting point of my discussion on the true nature of comfort zones and learning how to grow our competencies with psychology and organizational behaviour professor Andy Molinsky.

Andy is a Professor at Brandeis University’s International Business School, with a joint appointment in the Department of Psychology. His research and writing has been featured in Harvard Business Review, Inc. Magazine, Psychology Today, the Financial Times, The Economist, and the New York Times. Andy was awarded as a Top Voice for LinkedIn for his work in education. Andy is the author of two books, including his latest, “Reach: A New Strategy to Help You Step Outside Your Comfort Zone, Rise to the Challenge, and Build Confidence”, which serves as the focus of this episode.

In this episode of my leadership podcast, Andy and I discuss the realities of moving outside our comfort zone and how we can effectively accomplish this, and over the course of our conversation, Andy shares a number of valuable insights, including:

  • What’s the real difference between between introversion and extroversion (hint: it’s now how shy or outgoing we are).
  • The five challenges we face when moving outside our comfort zone – and the ones that most of us struggle with the most.
  • Understanding the many ways that we avoid moving outside our comfort zone and how this can actually create a negative feedback loop that stifles opportunities for growth and success.
  • The three strategies successful people share in common in how they approach moving outside their comfort zone to drive their future successes.
  • The surprising reason why clarity is a key factor to our ability to succeed in moving outside our comfort zone.

I’d appreciate it if you could help your support help support future episodes of this leadership podcast by taking a minute to rate my show on Google Play, Stitcher Radio, or iTunes.

It’s worth noting that my leadership podcast was recognized by Inc. As one of “12 podcasts that will make you a better leader”. So please help me get the word out about my show.

Click on the player below to listen to the podcast: Click here to continue reading »”Leadership Biz Cafe Podcast #22 – Andy Molinsky On Stepping Outside Your Comfort Zone To Succeed”

5 Simple Steps For Cutting Your Work Addiction Habit

Learn about a 5 step process that can help you boost productivity by tapping into the power of fun.

The following is a guest piece by Dave Crenshaw.

Have you become allergic to fun?

I suppose it’s an abrupt question to ask. If I were to ask that of someone, I can understand them taking it personally and responding with “buzz off” or some incantation of that phrase.

But, have you? Many of us have lost touch with our ability to enjoy, let alone have fun.

At some point our careers gained momentum. We gained moderate to significant success, and with success came responsibility, and with responsibility came the aversion to whimsy. For many in this situation, harmless diversions from our work were labeled as laziness; so, we trudged away day in and day out. After all, time is money. Money is labor. And, labor is time. Occasionally, hard time. Right?

Perpetual Motion vs Rhythm

The problem with this line of thinking is that it assumes being effectively productive means attacking your tasks and achieving your goals non-stop, every day, every hour, with reckless abandon. This isn’t productivity. This is perpetual motion. This is work addiction. And it’s the least productive way to work.

Our bodies have what is called a Ultradian Rhythm. Think of your body clock―your Circadian Rhythm. That’s the 24-hour cycle that your body goes through―from the time you wake up, to the time when you are at your most alert, to the time you go back to bed. Well, your Ultradian Rhythm is our mind and body’s productivity clock. Most people can work for roughly 90-120 minutes before they need some kind of break.

In my upcoming book, “The Power of Having Fun“, I call this break an “Oasis.” An Oasis is the fuel that recharges your mind and body. Think of any desert journey scene in any old Hollywood movie. Then, the protagonist, fighting thirst and exhaustion, miraculously happens upon an oasis with all the amenities needed to keep going.

You need not wait for this to happen. You can create these miraculous moments every day. By planning your daily Oasis, you have the power to not just be more productive, but to reenter the world as a happier person.

Here are the 5 steps you’ll need to break that cycle and experience the power of having fun! Click here to continue reading »”5 Simple Steps For Cutting Your Work Addiction Habit”

4 Critical Leadership Traits That Drive Success And Growth

Learn about 4 critical leadership traits you need to have in order to motivate employees to help drive organizational success and growth.

This past summer, my daughter Malaika worked at her first summer job, which also happened to be her first time in a true leadership role. As one of two co-ordinators of her high school’s orientation camp, she was not only responsible for managing the various activities to help new students become more familiar with the school, but she was also in charge of overseeing the 24 camp mentors who were there to support the new students.

Although Malaika came home every day exhausted from a long, busy day, I couldn’t help but notice a transformation in how she recalled her experiences – where at the beginning of camp, she felt frustrated and a bit discouraged, but as the camp went on, she was more enthusiastic and excited about what had happened that day.

As she talked about her experiences being a leader for the first time, I realized that she had learned about 4 critical traits that we need to succeed at leadership; characteristics that are worth re-examining now that summer is over and many of us have a renewed focus to drive growth in our organization:

1. Take the initiative in asking others for feedback
One of the biggest concerns Malaika had early on was whether she was doing enough to support the 24 camp mentors under her care. Some times, she worried that she was speaking too much and other times, she wondered if she didn’t give her team enough insight or guidance on what to do.

To address her concerns, Malaika decided to speak to some of the camp mentors she didn’t know very well to get their impressions of how she was doing. As it turned out, the camp mentors were not only happy with the job that she was doing, but they appreciated that she wanted to know what they thought.

By being pro-active in seeking feedback from her team, Malaika sent a clear message to the camp mentors that she genuinely cared about their opinions and wanted to know if her efforts were as helpful as she thought they were.

And this effort reveals the first critical leadership trait: our ability to grow as leaders is dependent on our willingness to get feedback from those we lead [Twitter logoShare on Twitter].

2. Don’t hesitate to roll up your sleeves and get your hands dirty
One of the reasons why Malaika often came home exhausted from her summer job was not only because she had many logistics and personnel to oversee, but she often found herself running around to lend a hand to one of the mentors, or cleaning up after an activity to allow the mentors to spend more time with their kids to foster those mentor-mentee relationships, or even just helping with getting kids in the different groups motivated to participate.

As Malaika told me about these different tasks she did over the course of the day, I asked her what compelled her to jump in – did the supervising teachers ask her to do it? She just replied matter-of-factly, “I just saw that there was something that needed to be done and so I did it”. Click here to continue reading »”4 Critical Leadership Traits That Drive Success And Growth”

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