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BUILDING “TRUST INSIDE” Understanding and Applying the Art of Employee Motivation 






Research shows that up to 37% of employees are disconnected from organisations. However, these people likely remain, and become a net negative contributor to your bottom line, and effect others and also impact negatively on the organisation’s culture. The bottom line remains that your organisations needs cannot be met with consistency, if your employee’s are disconnected because their needs are not met. “Trust Inside” delivers a vivid snapshot of individual and team performance and expectations across a range of critical areas. The “Trust Insides approaches, fronted up by a survey, the results of which empower leaders and employees with a new understanding of their work environment, while the range of development models that are focused on through the Trust Inside programme provide strategies and a foundation for bringing performance up to optimum levels.

The “Building Trust Inside” process and approaches solve a number of critical business problems including, but not limited to:

Employee Engagement. 

It is no longer radical to say that employee engagement leads to better performance. Numerous pieces of research have established a link between the two, and organisations and management experts employee engagement levels.

Employee engagement is simply NOT enough. Leaders must create a work environment where employees are not just engaged, but are actually passionate about the organisation and the job they do. We have credible research into this very subject, and have found that a large majority of employees are passionate ‘overall’ - either about the organisation and/or the job. But of these employees, only roughly half are passionate about the organisation. This gap – The – underlines the hidden emotional disconnect among otherwise engaged employees. disconnected from their employer and may look for other options.

Employee Motivation 

The difference in performance between an organisation with an average level of motivation and one with high levels can be dramatic – Gallup research tells us that the gap between levels of highly motivated employees at world-class organisations versus the rest is 34 percent. This demonstrates that organisations with average motivation levels have considerable ground to make up! us that its impact is limited at best. For the vast majority of organisations, motivation is a process, not an event. It begins with leaders developing an awareness of the intrinsic needs that actually drive employees’ behaviour and motivation. Once leaders understand these needs, they can begin the process of addressing them. The process takes time and a concerted effort, but the difference between average and world-class, as evidenced by Gallup research, is startling and clearly worth the time investment.

Employee Proactivity 

How do you get employees to think for themselves, take responsibility, and raise performance?

In the endless drive for greater productivity, every manager wants employees to become more proactive. More proactivity equals better productivity. And better productivity usually means sleepless nights for leaders.


work environment. Our research has found that the two are strongly connected.


needs that all employees have. Once a manager accepts that the organisation's success is intrinsically linked to its ability to satisfy employees' needs the path towards a team of proactive people has begun.

Team Alignment 

Whether it’s a front-line team in operations, or a boardroom meeting, getting into alignment is often 90% Lack of alignment can be a highly debilitating, and costly problem.

We have found that there are rarely major disputes or fundamental differences getting in the way of progress. Rather, it boils down to a lack of mutual understanding among team mates – even at the senior executive level. alignment to ensure that future challenges can be met with a healthy degree of debate, but from a baseline of mutual respect and constructive engagement.

Building Trust Inside is founded on two core processes and pieces of learning, which you are facilitated to learn about in-depth, on this programme. Outstanding organisations realise the invaluable contributions which result from employee engagement. Passionate employees are focused, engaged and committed to doing their best in everything they do. As a result, they deliver exceptional value to your customers, whether they are external or internal. Passion contributes more towards value creation than any other human capability. The primary purpose of your organisation is to deliver value to your customers through your products and services. The more passionate your employees are, the more value you will deliver – value your competitors cannot match. The Employee (Employee Engagement) Passion approaches & survey shows you how passionate your employees really are.

The survey itself (which you will take in advance of the programme) actually measures employee passion on two levels: 

Passion for the job: the degree to which employees are emotionally connected to their work and are committed to doing their best. Passion for the organisation: the degree to which employees are emotionally connected to the purpose, values and vision of the organisation and its leaders.

As part of the programme, you will have the option to have two employees take this survey in advance (for no extra cost) or your team also (at minimal costs), so that you can see different inputs. This is done to enable you to fully understand the topics centred around Employee Passion and what it could mean for you as a leader.


Survey results cover three areas: 

Your employee's needs: personal importance and organisational performance

Levels of passion, across the team or entire organisation

Team Alignment Trust is clearly an essential foundation for effective teamwork. It is equally important, however, for the team to be in alignment on the direction in which it is going, and on the outcomes it is aiming to achieve. Clarity & Alignment are core to this process. These are indeed the two essential underlying factors determining team success: Trust and Alignment.

The Values that Build Trust: personal importance and organisational performance

It may seem like common sense that team alignment is essential for teamwork - yet there are so many teams that fail to achieve alignment. Why?

You can view Sample Team Alignment Reports Just Ask !.

There are three key reasons why teams fail to achieve alignment: 1. Team members do not understand what alignment really means. 2. Teams do not focus on getting into alignment on the two most important things on which they need alignment: Purpose and Values. 3. A lack of trust in the team prevents open, frank dialogue.

As part of this programme, you will take the Team the option of two other team members contributing to the survey (at no extra cost) and you will have the option of a full team report (at minimal costs), so you fully understand the information.

The Team Alignment Process, approaches & Survey measures alignment in two sections:

Beyond the public programme, you will have the option to experience a full debrief on the Employee Passion Surveys and the Team Alignment Surveys.

1. Team Alignment Report: measures the degree to which team members are in alignment on their Purpose, Values, Vision, Goals, Procedures and Roles. 2. The Team Trust Report: measures the degree to which team members perceive the Elements of Trust™, and the values that support them, to be present in the team.

You can learn in detail about what people feel that you or your colleagues really are doing to generate employee passion, align teams with clarity & in building trust.

Benefits of Attending this Programme:

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There is also a Flexibility & Trust building 360 feedback process (optional). This goes a lot further in supporting and helping you to develop trust building skills in yourself or your leadership team and to support change.

Learn About Trust & A Culture Of Consistency & Communication Develop & Enhance Trust Building Behaviours in Yourself & Your Leaders Retain High Potential Talent Reduce "Enegy Draining Conflicts" Reduce Absenteeism Or Disengagement Develop Clarity & Buy In To Vision, Values & Goals Create More "Flexible Managers" Foster An Environment for Lean, Innovation & Creativity Bring About A Customer Focused Culture Through Aligned TeamWork Really Understand The Underlying Needs Of Your Employees So They Contribute Bring Into Sharp Focus The Discretionary Efforts Money Can’t Buy Gain Opportunity To Audit What Is Happening In Your Business


Programme Outline: DAY 1 

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The Passion Pyramid & Understanding Employee’s Intrinsic needs for sustained engagement, commitment & motivation. The “Whole Person Concept” and how it dove tails with Employee Passion. Why “Engagement Is Not Enough”? The Passion Pyramid The Passion Index & Employee Needs That Ignite Passion The 5 Levels Of Employee Passion Explained. Perspectives About The Leaders In My Organisation & perceptions of My Job. The 3 principles of motivation. The Values that build Trust. The 4 values & the characteristics of each. Behavioural awareness of the 8 characteristics of Trust Building Behaviour That Ignite Passion.

your people. Your DiSC® bridged with Employee Passion. Your Own Personal Reports Debriefed For You. Where Is The Gap In Trust Values In Your Business? How Do You Compare Against Other Leaders & Organisations? Addressing the battle against lost motivation. A Case study on Employee Passion

DAY 2     

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Building Team Alignment.

The Key Focus Areas For Aligning Your Teams. Understanding Clarity & Approval In Teams. Understanding Purpose, Vision, Values, Goals, Procedures & Roles in the context of Team Alignment. The barriers to Team Alignment. The Team Alignment Survey and process. Your Own Personal Reports Debriefed For You. The Elements Of Trust In Teams. The Values That Build Trust In Teams. Revisiting The Characteristics That Build Trust. What To Do In Your Team To Build Clarity & Alignment. Understanding Behavioural Dynamics In Teams That Impede Clarity & Alignment. What Is Your Team Trust Level? How Do You Compare Against Other Teams?

Materials available including:  “Engagement Is Not Enough” PDF

 Employee Passion Survey, MY report

 Employee Passion Survey, Group report  Team Alignment Reports, My & Group  Workbook and Toolkit


Building Trust Inside Your Organisation

Building Trust With Employees

In order to establish a customer focused culture, in which all employees act as veritable ambassadors for the organisation, it is essential to ensure that employees are passion about the organisation as well as the job they do.

Trust is built on two core components, communication and consistency. When a person builds trust by communicating, they may be described as open and accepting. Employees need their managers to let them know that they are respected, to give recognition and to be receptive to their ideas. Likewise, when a person builds trust through consistent behaviour, we would describe them as being reliable and congruent.

To build trust, managers and leaders need to be both consistent in what they say and do, and communicate openly with employees. Many people express surprise that their employee surveys show that their employees lack trust of Senior managers. This underlies what is typically shown in many areas of a company’s staff survey results. This is because Senior Managers tend to judge their own trustworthiness by their consistency to produce results, whereas employees may judge their leaders and manager’s trustworthiness by their communication. Or this may occur in reverse, with consistency having a precedence over communication.

To build trust, managers need to be consistent in what they do and also to communicate openly with their employees. Even though both areas are equally important, most people are stronger in one area than in the other.

You may personally believe that consistency is more important than communication in building trust, or vice versa. But the key thing to remember, is that the person with whom you want to build trust, may be the opposite. Both are vital to building and sustaining strong relationships. In association with our partners, Integro Leadership Inc & Performance Partners Ltd in Ireland, the IMI are pleased to offer this new programme to open up the minds of leaders to the whole credible research-backed approaches.

The “Building Trust Inside” course is centred between two core pillars in Trust Building, Employee Passion & Team Alignment.

The programme tackles issues relating to trust in the workplace, in addition to allowing you experience a unique take on the most pressing leadership and management issues. It will help you answer the core question of "Why won't employees just do what they're told.” In recent validation studies conducted by the researches and publishers behind “Building Trust Inside”, Integro, it has been found that while up to 85% of employees may be passionate about the work they do, only half that amount are passionate about the job they do, and the organisation. It was found that 37% of employees are totally disconnected from their job, and their organisation. Is your business tending toward these metrics? Act now to ensure to doesn’t.

Performance Partners Ltd. 14 Fitzwilliam Street, Dublin 2  353 1 240 2255 +358 87 8337107 

"Building Trust Inside" Your Organisation  

Build Employee Passion & Team Alignment Across Your Organisation. Measure How You Are Doing Against The Best. Find Out Bout Trust Levels...

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