Breakthrough to Employee Engagement: MMP#24

Employee Engagement: Monday Morning Percolator #24


How do you create a breakthrough to achieve fuller employee engagement for yourself and the people you work with? Often we feel stuck or disengaged. We want a breakthrough. But we are not sure how to proceed or even get started.

Lisa Haneberg offers a solution in her book: Two Weeks to a Breakthrough.

Lisa moves beyond simplistic pop psychology or self-management and offers a very practical and explicit method to get fully engaged.

She recommends taking 2 weeks to create the breakthrough and gives you guidance each day on how to proceed. The daily practice is the key to move beyond dreaming of change and breakthroughs to zooming towards your goal.

Each day is configured slightly differently but the practice consists of 3 fundamental components:

  1. Share your goal with others
  2. Take action that support your goal
  3. Make request that will help you move towards your goal

Share-Action-Request makes our breakthrough method public, tangible, and connected. I know one of the first times I tried this method I let the sharing part of the method slip. I thought I could just do it on my own. I now realize how important this was to create what I call an accountability allies – others who will both support and challenge me on my work.

Here is a short outline on the approach if you are a leader striving towards creating more engagement in your workplace:

  • You will get specific about what you are trying to achieve.
  • You will be talking with many people about your plans and actions to foster fuller employee engagement.
  • You will be taking multiple actions to increase engagement.
  • You will be requesting help – full employee engagement can not be achieved on your own.
  • You can monitor the progress and results.

One thing I love about Two Weeks to a Breakthrough is how short it is. If you did not get the results you hoped for you can start again with a fresh two weeks and use what you learned from the last breakthrough approach to ensure more success.

Fostering high levels of employee engagement will be both a service and a contribution you make to your employees and the organization.

How about it? What are you planning to do for the next 2 weeks? I hope you make a break for full employee engagement.

Get Perking:

  1. Read Lisa’s book: Two Weeks to a Breakthrough.
  2. Visit and engage in Lisa’s breakthrough blog.
  3. Learn from your own experience, apply the method and monitor results.

ZENgagement: Dream about Employee Engagement


Are you engaged in your dreams of employee engagement:

Those who dream by night in the dusty recesses of their mind wake in the day to find it all was vanity, but the dreamers of the day, are dangerous men, for they may act their dream with open eyes and make it possible.   ~ T. E. Lawrence.

Picture Credit: the finish line by

David Zinger will participate in Globoforce’s International Roundtable Webinar on Employee Engagement

David Zinger will be joining Derek Irvine and Andy Parsley in Globoforce’s International Roundtable Webinar. This webinar will focus on employee engagement. Topics will range from differentiating employee engagement from employee satisfaction to why are engaged workforces so vital now.

Come join us on Tuesday September 18th at 11:30 a.m. Eastern time for this informative international event.


The 3 Participants:

Derek Irvine
Vice President, Global Marketing & Client Strategy with Globoforce is originally from Ireland, and now working with global clients throughout Europe and the USA, helping them to realize their recognition and engagement ambitions. Derek has worked with such world class clients as Dow Chemical, Avnet, and Procter & Gamble.
Andy Parsley

Director of Green Lion, an organization of consultants and associates specializing in helping companies engage both their customers and their employees. Andy is a regular writer and speaker on employment issues, and a frequent contributor to BBC Radio News. He also is a contributor to the BBC TV’s 2001 documentary series “Predictions: The Future of Work.” with Sir Alec Reed and Professor Richard Scase.

David Zinger

B.A. M. ED., has twenty-five years experience in education and training. David, currently living in Winnipeg, MB Canada, is an exceptional presenter whose workshops are inspirational, current, informative, entertaining, humorous, and practical. He is active in writing about employee engagement and leadership. David writes a Strength Based Leadership Blog, an Employee Engagement Blog, and is ½ of the Slacker Manager Blog – a blog with about 8300 subscribers. David offers exceptional services, resources, and tools to foster and enhance development. He has also customized and delivered more than 1000 courses and seminars across North America to both large and small audiences. These courses range from strength based leadership and employee engagement to crucial conversations.

Click here to get more information and to join the 3 of us from the United States, Great Britain and Canada as we discuss 6 key factors in Employee Engagement.

Click here to register.

Tony Quinlan on Engagement

I just read Tony Quinlan’s post on engagement at his blog parum intelligendo.

I appreciated his perspective:

I’ve come to the realisation that engagement is the new version of loyalty.  It’s a down-graded version of loyalty, and one riddled with the same basic flaw.

He asks a very important question:

while our organisations are very keen to ensure our people are engaged, how engaged is the organisation with our people?

I agree with him that engagement is a two-way street and not just something to be pulled out of employees.

The common term has become employee engagement but I am leaning more towards the term workplace engagement that might capture the responsibility for engagement residing within the organization, employees, and leaders. Engagement would also be a function of the relationships between all three.

Blogging break…Retire Now

I will be taking a vacation from work and blogging for the next 3 weeks. Watch for this blog to resume full operations near the end of August. I am reprinting an article I wrote for Slacker Manager on Retire Now.

I believe “retirement” does not mean full disengagement, just as I do not believe that work means full engagement. I will be weaving some “retirement” into my summer…

Retire now: Weave retirement into your work even if you are in your 20s

In about 10 years the number of young people getting into the workplace will no longer be enough to replace retirees.

Tim Cork, a career coach, stated in The Globe and Mail, “if you are fifty-something and you can expect to live into your 80s, you should be thinking of this as half-time and not the beginning of the end.”

 He encourages older workers to think about a new career with these tips:

  1. focus on your strengths
  2. find your passion
  3. network
  4. create your brand
  5. do your homework
  6. take action
  7. don’t be discouraged
  8. have a support system

I don’t know about you but this would be the same advice I have heard for recent graduates from high school or university.

If you are younger you may be expected to work longer in your life.

Don’t wait for retirement, retire now.

Retire now…

Retire now  does not mean you stop working. It means you work at what interests you and what you care about.

Retire now  means that you take vacations, breaks, and time with your family.

Retire now  means you stop always trying to climb up the career ladder and enjoy being on the rung.

Retire now  means you “stop trying harder and try softer.”

Retire now  means you don’t always have to be connected or respond to each email within 22 seconds.

Retire now  means that you make contributions to society and you fully develop yourself.

Retire now  means you can take full satisfaction in what you have done in your life, even at 22 years of age!

Retire now  means you learn from the past, look forward to the future, but live in the ever changing current now.

Retire now  means that retirement is a part of working not apart from working.

Don’t wait for some magic age such as 50, 60 or 65. Don’t wait for some “retirement package.” Retire now.

Click, Slacker Manager, if you would like to read all 5 posts I wrote for Slacker Manager in the last week of July.

If you would like to read all 5 posts in David Zinger was lucky enough at 21 years of age, 32 years ago, to have listened carefully to Don, an 80 year-old-fried who said retirement was wasted on the elderly and that people 21 should be retired. David has been retired ever since while still actively working. Retirement is a way of living and working that can successfully reside within an active and full career.