Identity Beacon

Illuminating Possibilities

Identity Beacon - Illuminating Possibilities

Want to lead? Make work personal

I’m not a fan of politics or politicians. It and they are slaves to party lines and desperate measures designed to ensure election or re-election. Yet here we are, getting into the thick of the presidential race, so it’s tough to avoid the climate of politics that surrounds us, today.

The good news is that the race has led me to wonder about the future of leadership, generally. What it will look like, what it will take to be a truly successful leader. Want to lead? Stay with me, here.

I let my curiosity take over and dove into a variety of resources that have been studying the future of leadership: Hay Group, The Center for Creative Leadership, Google and numerous others.

In short, what I found were a bevy of attributes, which when distilled down, sorted into five major categories: Collaboration, Individuality, Authenticity, Integrity and Communication. Consider these leadership imperatives for the future.

Taken together, they got me to see that the future of leadership is all about the personalization of work as the foundation for change. In short, it’s about humanizing relationships, honoring the individual inside the employee, tapping into the whole person (beginning with you), motivating from the inside, out.

From what I learned, I believe that the personalization of work can become the ‘new efficiency,’ driving productivity and, potentially, greater employee engagement. I like that. It flips the traditional model of assembly line efficiency on its head, by celebrating the “making” of the individual rather than the making of the product.

It’s about time.

The Identity Imperative: Turning Employee Engagement into Value Creation

When Peter Senge wrote about the learning organization years ago, he put his finger on an idea that would have profound influence on the well-being of employees and their ultimate productivity. People needed to learn not just do. They needed to learn about more than their work, or the competition. They needed to learn about the very nature of their organizations; even themselves. Underneath successful learning lurked a vital prize: job satisfaction and commitment. Today, we call that engagement.

The case for employee engagement is compelling: High levels of employee engagement correlate to performance in areas such as retention, productivity and customer loyalty. Companies in every industry seek out engagement…big companies like Google, medium sized companies like Aleris, the aluminum maker, small companies like Mitchell’s in Westport, Ct who runs a highly successful group of high-end clothing stores. The list is endless. Literally.

Still, there is something missing; something which can dramatically accelerate the case for employee engagement. The missing link is a strategic frame of reference that fuses the deepest needs of organizations with the deepest needs of human beings: the need to create value in the world and to be recognized for it in return.

Find out how to turn employee engagement into value creation with this free download.