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”

9 Strategies Of Uncommon Wisdom For Fuelling Top Performance

Learn about 9 strategies leaders can employ that are key to achieving top performance in the organization.

The following is a guest piece by Larry Sternberg.

Fuelling top performance is the goal for most leaders and managers. The best managers know their people are the key to achieving top performance on every metric of success they track. As a leader or manager, how can you make the biggest difference through leveraging the talents and efforts of the people on your team? This handful of specific strategies can help.

1. Accept People As They Are
Your job as a manager is not to change people. Your job is to optimize people’s performance. Start by accepting people as they are. The old adage applies here: Marry as is, and consider any change a bonus.

Select people for your team who have the right mix of strengths, knowledge and potential. Focus on what’s right with people instead of what’s wrong with them. Optimize the alignment between what people bring to the table and what you need your team to achieve. And, be prepared to tolerate some undesirable behaviors — because they are part of the package.

2. Emphasize the Why
Consider the story of three people laying bricks. When asked, “What are you doing?” One person replies, “I’m laying bricks.” The second person says, “I’m part of a team building a really big brick wall.” The third person replies, “I’m just one of many people working together here to build a cathedral where people will get married, christen their babies and lay their loved ones to rest.” Which of these people do you think is most motivated to do great work?

Help people advance from what to why so they see their work as Click here to continue reading »”9 Strategies Of Uncommon Wisdom For Fuelling Top Performance”

Don’t Settle For Being A Good Leader. Be A Real Leader

What-it-takes-to-be-real-leader

The following is a guest piece by former Primerica co-CEO John Addison.

If you look around the world today, you’ll notice something is lacking: real leadership. That’s not a political statement; it’s an across the board statement. You see it every time a corporate CEO gets indicted, or a teacher gets arrested for inappropriate relationships with students and yes, you see it when politicians start behaving badly.

Real leadership is our most scarce commodity, much more so than oil, land or cash, and it’s one we need to focus on growing and preserving in order to improve things now and for future generations.

In my book, “Real Leadership”, I share the nine principles I learned during my almost three decades rising through the leadership ranks at Primerica. They are common sense, doable leadership principles anyone, regardless of their leadership title (or lack of) can easily implement but tend to overlook. The time to stop overlooking them and change the tide of leadership is now. Click here to continue reading »”Don’t Settle For Being A Good Leader. Be A Real Leader”

2 Techniques That Transform Leadership Communication

Transforming-leadership-communication

The following is a guest piece by Dr. Alan Zimmerman.

It was the most memorable line in the movie Cool Hand Luke. When the prisoners wouldn’t listen, the prison guard uttered that ominous line: “What we have here is a failure to communicate.”

In a similar sense, almost every employee survey complains about a “lack of communication.” Perhaps you work in one of those places.

The good news is: there are two communication makeups that can fix that. One that deals with the quantity of your communication. The other addresses the quality of your communication.

Makeup #1: DNDT Increases The Quantity Of Your Communication

As I speak to various corporate groups, one of the most frequent complaints I hear is “We’re so busy we don’t have time to talk to each other. We’re so focused on our own individual silos that we don’t really know what the other people in our company are doing.”

If that sounds like you, it’s time to implement DNDT or Do Not Disturb Times. Follow these guidelines. Click here to continue reading »”2 Techniques That Transform Leadership Communication”

3 Valuable Insights Leaders Can Learn From Neuroscience

Leadership-insights-neuroscience

The following is a guest piece by Jesse Newton and Josh Davis.

If you’re trying to instill organizational change in your company, then you face not just a logistical shift, but a cultural challenge as well. Employees will have to think differently, see people differently, and act in new ways. Employees also need to continually reinforce the right habits in one another so that the customer experience is on their minds everywhere.

One method that can help is known as pride building. This is a cultural intervention in which leaders seek out a few employees who are already known to be master motivators, adept at inspiring strategic awareness among their colleagues. These master motivators are invited to recommend specific measures that enable better ways of working.

Pride builders in a wide variety of companies and industries tend to recommend three specific measures time and time again: (1) giving more autonomy to frontline workers, (2) clearly explaining to staff members the significance and Click here to continue reading »”3 Valuable Insights Leaders Can Learn From Neuroscience”

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