Commitment in the Workplace

In previous blogs we’ve highlighted appreciation and contribution, but why include commitment as an element of career engagement?
These two quotes speak to the importance of commitment:
“Unless commitment is made, there are only promises and hopes... but no plans.” --Peter F. Drucker
"Individual commitment to a group effort -- that is what makes a team work, a company work, a society work, a civilization work." --Vince Lombardi
Several weeks ago our blog talked about appreciation and it’s important for leaders to understand the relationship between appreciation and commitment. It appears that employers, rather than employees, are tasked with the job of appreciation. Employees need to know that their employer will go to bat for them and respect their well-being. However, workplace commitment expands on the concept of appreciation in that it is a two way street: not only do employees need to know their employer is committed to their well-being at work, employers want to see examples of workplace commitment in employees.
Gone are the days when employees would spend their entire working life with one employer. Does it follow that employees are less committed to their workplace than their predecessors, or are other factors, like corporate downsizing or sluggish economies, to blame? The answer is not clear, but what seems apparent is that an individual’s commitment contributes to the success of a company. In return for a regular paycheque, benefits, appreciation, professional development, opportunities to succeed and positive working conditions, it seems only fair that a worker commit themselves to the success of their workplace.
What comes first the chicken or the egg, employer commitment to their employees or vice versa, I’m not sure of the answer. What do you think?

Your Contributions Matter

In our last blog you read about the role of appreciation in employee engagement, I’d like to introduce you to another component of the Life Strategies’ Employee Engagement model: Contribution. Engagement means being involved and invested in the future or organization. It’s about actively contributing to making your organization more successful. In light of this, organizations need to show employees how their contributions are linked to corporate successes.

Engagement is much more than just contributing through your regular work duties; it’s how involved you are with the “bigger picture.” Consider the following:

• Are you an individual who actively contributes to shaping the organization?


• Are you solicited for feedback on the direction of the organization?

Effective contribution is a partnership – good employers provide opportunities to get involved and good employees avail themselves of those opportunities. In return, employees get opportunities to cross train, take on stretch assignments, and explore other opportunities within the organization.

Appreciation Makes a Difference!

Appreciation is a core component of two of Life Strategies’ models: Employee Engagement and Let’s CHAT! (a coaching tool). The element was embedded into both models for very similar reasons – many people today feel underappreciated...and appreciation does make a significant difference. According to the Bully Free at Work Blog, Appreciation is one of the top 3 things that leaders can do to minimize the impact of a disrespectful workplace. An article from CIO.com reported a US Department of Labor survey indicating that 64% of people who had left their jobs said they’d left because they didn’t feel appreciated. The same article reported a startling stat from Gallup – 70% of those surveyed said they received “no praise or recognition in the workplace.” No wonder so many leave!

Let’s CHAT! is an acronym for Communicate, Help, Appreciate, and Take Action. When I developed the Let’s CHAT! model to help managers and supervisors with coaching conversations, it was to respond to some of our corporate clients’ in-house surveys indicating that a significant number of employees felt unappreciated. However, there was considerable pushback from managers and supervisors who found the “appreciation” step of the process awkward and forced – they asked if they could replace it with “Analyse” instead. It’s so much easier to engage in problem-solving conversations with our colleagues than it is to show authentic appreciation! Therefore, we stuck to our original model and left appreciation intact. Years later, in Deirdre Pickerell’s research on employee engagement, we weren’t at all surprised to see Appreciation surface as a fundamental component of engagement, also making a significant contribution to employee retention.

Looking for creative ways to show your appreciation? Here are 80 to get you started!

Interested in reading more? Consider Dr. Noelle Nelson’s book, The Power of Appreciation in Business.

Still looking for more? Join me in a one-week e-course to learn more about the Let’s CHAT! model, beginning November 17, 2010. Let’s CHAT! will also be a component of our 3 day leadership training (Keeping Employees Engaged During Business Transformation ) beginning October 20, 2010. To learn more about employee engagement, join Deirdre for a 2 week e-course beginning October 27th (Career Management at Work: Keeping Employees Engaged).

Can You Choose the Perfect Career?

Many high school and even college students feel the pressure of deciding what to do with the rest of their lives. They may have dreams of a six figure salary and a job they absolutely love, but how do they get there from here?

Once a decision is made many people will find life getting in the way of their career goals; many people start their careers with high aspirations and find that financial or family obligations result in a shift in career focus. Lots of current career development theories (e.g., Happenstance, Chaos) acknowledge the impact of unexpected life events.

I have learned over time, and by trial and error, that circumstances have often dictated my career options. Another career theorist, Linda Gottfredson, acknowledged limits on career opportunities (she called this “circumscription”) and the compromises that people make as they juggle work with their other life roles. My folks believed that if I wanted a university education I would have to fund it myself. As a single mom I found myself having to support a family on very little income. Have I made poor career choices over the years? Absolutely! However I have also had some wonderful career opportunities.

In my musings about my meandering career path I’ve come to understand that it wasn’t reasonable for me to expect the perfect job. It has been about deciding on the most important things in my life and working from that point. For much of my working life my family has been the centre of my life and my jobs had to fit. In fact, my education was completed at a community college in alternating years with having children. I then I ran a home-based business when my children were very young.

Years later, as an Executive Director, I interviewed scores of applicants for a variety of positions. I met a few young people with clear career goals and enough enthusiasm and drive to ensure career success; however, most were like me...doing what it takes to get the job done, whatever that job may be for that particular person. That sounds an awful lot like career success to me! Life Strategies can help you navigate your career path. Call 604-856-2386 for more information.

Building Cultural Competency...Right in Your Own Neighbourhood

Managing diverse workplaces is a hot topic these days. To address skill shortages, we’re increasingly dependent on immigrant workers – and, for the first time ever, we have four distinct generations working within many organizations. Much money and time has been invested in helping organizations to recruit and retain diverse workers – the SEED toolkit that we developed last year is one example of a comprehensive project with that focus. The toolkit is freely available at: www.embracingdiversity.ca.
However, a big challenge with embracing diversity is simply that we don’t know what we don’t know. In the Cultural Diversity Yearbook, part of the SEED toolkit, is full of ideas for embracing diversity at work.
The picture I’ve inserted here looks like it might be from one of our trips to Asia, doesn’t it? A beautiful Jade Buddha is being admired by visitors, some of whom have travelled quite a distance to see it. If you could hear the sounds, the major languages are Chinese and Vietnamese – no English. You’d smell incense mingled with Pho, a Vietnamese soup. Many visitors are drinking bubble tea. There are only 4 Caucasian visitors out of several hundred in the plaza – Gerry and I, and two men with their Asian wives and families.

What may surprise you is that this photo is from the corner of our quiet street in the village of Aldergrove, in the middle of farm country just an hour outside of Vancouver. A Buddhist monastery purchased the United Church building and property and, within just one month, converted it to a temple. The Jade Buddha for Universal Peace is only temporarily on display – if you can get to Aldergrove before Sunday, August 15th, it’s well worth a look!

As I sat at my desk earlier today and looked out my office window, a South Asian woman was standing on her front lawn bowing to the East in the early morning light (different culture and different faith from the Buddhists on the corner). Last weekend, about 8,000 Christian youth attended “Rock the River” just a few kilometres west of here. We took our grand-daughters to the Chilliwack agricultural fair last Friday, too!

Without straying far from home this summer, what cultural events can you attend? Once you’ve explored a bit, consider celebrating the diversity within your own workplace – a cultural potluck can be a wonderful start! The Cultural Diversity Yearbook, part of the SEED toolkit, is full of ideas for embracing diversity at work.

Interested in learning more about the SEED toolkit and other workplace diversity resources? Join us online for one week beginning September 22 for our Managing Diversity e-course!

Is Face-to-Face Learning As Good As Online?

Some of our Life Strategies Ltd. staff recently attended a webinar titled Online Effectiveness: Making Your Case. In this session panellist presented on how to structure and market online programs, with a lot of the discussion centred around getting students and faculty to buy-in to the value of online learning. It seems that providers of online education, such as us, constantly have to make a case for the quality and rigor of online programs.

One of the panellists suggested that we may need to reverse our thinking about online learning to consider if face-to-face is as good as online? It’s not fair to assume that just because a course is online, it’s of lesser quality. Students need to look at the format of the program (e.g., is it facilitated online learning, independent study, webinars, blogs), the content and depth of the program, and who the instructor/developer is. Also, consider how grades are allotted (e.g., assignments, discussions, exams, or are they provided at all). All these factors play a role in the quality and rigor of online programs.

In addition, students need to do their homework and figure out if online learning is an appropriate fit. Life Strategies Ltd. has an online readiness quiz (http://lifestrategies.ca/pdf/onlineReadinessQuiz.pdf). Take a look and see if you’re ready for online learning.

Lastly, reflect on what type of student you are. If you learn better in a traditional classroom setting then try mixed-mode courses which incorporate the best of both worlds. Learning works best when you’re engaged in the discussion and activities, whether it’s online or face-to-face.

Hello - Goodbye - Let's keep in touch!

The job market isn’t always a friendly place for recent university graduates and as a recent graduate myself, I can attest to this fact. I can relate to the struggle of trying to become situated in the work world while still holding on to the ideals of school – e.g., doing something you love, related to something you studied. Sometimes we may wonder why we are in a job seemingly unrelated to all those years of study. This can make the transition from university to the workforce difficult, jarring even. Although a university education prepares us for the specific field in which our interest resides, we cannot rely on the increasingly outdated conception that a B.A. is a guaranteed ‘in’ to a job in that field. Continual upgrading is a crucial benefit; for example, being a certified Personality Dimensions facilitator gives you an edge over other graduates.

Although I’ve only been at Life Strategies a short time, I’ve greatly enjoyed being here and can see it as a phenomenal foundation for my career. It has given me unique and invaluable experience that I would not have found elsewhere, even though on the surface it is not exactly what I had studied in university. More importantly, working at Life Strategies has given me the opportunity to see how my education and career choice interrelate so harmoniously. That being said, being accepted into grad school to complete my M.A. was an opportunity I could not pass up. I will be going to Wilfrid Laurier University in Ontario to complete my Master’s in Sociology, with a focus on Internationalization, Migration, and Human Rights. Recently I have been given the task of researching diversity in the workforce. The research has reassured me that I have made the right decision to pursue my education at a higher level. Yet is has also shown me again that so many of my interests are deeply embedded in organizations such as Life Strategies.

Whatever opportunities come your way, take them!