TPOVs @F-L-O-W
Leadership Engagement
Alignment is a simple,
yet a
complex set of factors that are in equilibrium now, and what
emerges is a product of these iterations. To improve
alignment, there are 10 systems which dynamically engage.
While this subject is too complex
to deal with in a short TPOV, I wanted to just put a stake in
the ground for later and more sophisticated work that has to
happen from simple to complex–>Dynamic Alignment.
What most people call
engagement
is actually alignment and dynamic engagement at that.
Early on, Gallup Interviews produced the now infamous Q12, still marketed by Gallup as, “the
most powerful predictors of employee engagement.” (solutions.gallup.com 2018)
at work.
Q2. I have the materials and
equipment I need to do my work right.
Q3. At work, I have the opportunity
to do what I do best every day.
Q4. In the last 7 days, I got
recognition or praise for doing good work.
Q5. My supervisor, or someone at
work, cares about me as a person.
Q6. There is someone at work who
encourages my development.
Q7. At work, my opinions seem to
count.
Q8. The purpose of my company makes
me feel my job is important.
Q9. My associates/fellow employees
are committed to doing quality work.
Q10. I have a best friend at work.
Q11. Recently, someone at work has
talked to me about my progress.
Q12. This last year, I have had
opportunities at work to learn and grow.
differently, and with a different emphasis, producing an
"alignment" that emerges to produce behavior.
Over time, Mike Jay identified questions as part of his Leadership Engagement [LE]
program that begin to get at the more complex features of alignment:
What are my end goals in life, work and leadership?
LE2: What is my
developmental skill level and what does it mean?
LE3: How do I
make and solve problems and is this bandwidth wide enough?
LE4: What has
me and how do I engage others effectively in that light?
LE5: How do I
instrument my means and ends goals through my value system?
LE6: What do I
do to engage others to create teachable points of view?
LE7: Is my
perspective-taking and decision-making integrally-informed?
LE8: Do I take
action on several levels geared to each level’s specific need?
LE9: What is my
experience supporting in my leadership engagement?
LE10: Can I
juggle innovation and adaptability with sustainable
resilience?
LE 11: What
resources do I need to keep myself energized?
LE12: Why is my
thinking and feeling different now than it was last year?
While the concept of alignment is often perplexing because we fall into and out of alignment,
ALIGNMENT @F-L-O-W can be produced with simple engagement methods as well as more complex systems for “dense” environments which have noisy systems and difficult to find signals.
Helpful Hint: While this is just a stake in the
ground, and alignment with who you are, and what you do is key
to giving you the information you need to design the gap
tensions that keep your system breathing, more complex systems
need to understand dynamic engagement to produce alignment.
Action Step: Review the
following linked document for more information on
Dynamic Alignment.
If you have any comments, questions, suggestions, or
need some additional help, please use the form below to
submit them. Someone will get back to you within
48 hours.
We hope you pick up valuable insights, ideas, and
tools during this process, which you can use for your own development as
well as your work and leadership with others.
You, Me, and We @F-L-O-W
Mike R. Jay is a developmentalist utilizing
consulting, coaching, mentoring and advising as methods to offer
developmental scaffolding for aspiring leaders who are interested in
being, doing, having, becoming, and contributing… to helping people
have lives.
© Generati
Learn how you may become a member of our Inner Circle and
receive the cutting edge on the most current thinking in Leader Development.
Visit
Inner Circle Membership.