How many of your employees are engaged in the work they do?

I mean, are they actively looking to be involved, doing the work, moving the work forward, and helping the rest of the team do the same?

Or are they getting in the way of all of that?

The Engagement Research
Gallup has been studying engagement for 20+ years. To learn more about their work and how they define engagement, click here.
Gallup has discovered that about 85% of employees are disengaged to some degree! That's a big problem! Consider this...

Engaged employees:

• Show up for meetings
• Look for ways they can contribute with their strengths
• Get involved in the conversations, offering their opinions and ideas
• Ask what more they can do, where they can help and who needs support
• See their role as part of something bigger than just day-to-day job.
  
  

Disengaged or actively disengaged employees:

• Are often sick, late or uninvolved
• Put up roadblocks, stall, and actively make a mess of things.
• Drag their feet, stir the pot, and fan the flames when things aren't going so well
• To them, their job is just a paycheck – They are just putting in time!
  
  

You want more engaged employees!
If you're like most leaders, you want more engaged employees. Engaged employees positively impact productivity, impact and the culture of your organization. Therefore, you probably think that you want to get rid of the disengaged employees fast. 

• You wonder what you were thinking when you hired them
• You assume there is something wrong with them
• You are eager to get some new blood on the team.
  
  

First, we need to look at what causes disengagement
Here's the deal: The reason most employees are disengaged is not them, not the work they do, nor is it the organization. Why most people say they don't like their job is their leader.
Gallup found that 70% of the variance in team engagement is determined solely by the manager. 

They are disengaged because of their manager!
People say the reason they don't like their job, don't want to be there and are actively looking for something else is because they 

• don't feel supported by their manager
• are not finding their manager encouraging and motivating
• their strengths aren't being seen and used by their manager
• don't feel they are given the opportunity to contribute to something meaningful

Ultimately, they don't like their boss.

And that's you!

Please don't take this personally. But do personally look at the impact you have on the people you lead. 

Bottom line: Whether you realize it or not, people are engaged or disengaged at work and stay or leave a job primarily because of their next-in-line boss.

Disengaged employees are a problem in the nonprofit world
Turnover in the nonprofit sector is a huge issue. And while there are many factors, one of the number one issues is that something goes wrong, and suddenly, the relationship between the employee and the boss turns sour. 

My story
I experienced this first hand when I was the boss when my relationship with employees turned sour more than once!

I wanted to get rid of them as fast as I could. And it wasn't until my coach encouraged me to take a good hard look at how I was leading, the impact I was having, and the reputation I was building that I had to turn things around.

That's when I knuckled down on doing the inner work. 

• I started to look at my values and how I was showing up, either aligned or not aligned with my values. That's how my team was judging my integrity.
• I had to look at how my mental and physical well-being was taking a toll on me AND impacting those around me. 
• I realized that I was a significant player in contributing to the toxicity of our workplace. 

And then I had to do the long, slow and often very vulnerable work of turning that around.

But we did it! And as a result, I learned so much about myself, others, and what it takes to lead with confidence, composure, and integrity intact.

How do you create more engagement in your team?

1. Slow down. Be more intentional about how you are leading.
2. Become more mindful of your impact on others. That's your character.
3. Commit to continuous personal development as well as the professional development
   
   

This week on the podcast, I talk to Maryann Kerr about nonprofit turnover. Maryann has been an impactful leader in the charitable sector for many years. However, Maryann also has been on both ends of the engagement experienced. 

Maryann is currently writing a book for Civil Sector Press on turnover in the nonprofit sector. She's drawing on her experience of being fired three times, working in a bullying environment, as well as countless interviews she's completed with leaders and employees in the sector. In this week's podcast, you'll hear Maryann's story, insights from the upcoming book and more.​

I'll end with a question: What are you doing to create engagement with your team? Put a comment below so we can all learn from each other!

I'm curious, as a leader, do you ever...

• Worry you're going to run out of time to get everything done?
• Wonder where the funding will come from for your program and fear there won't be enough?
• Feel anxious when you're hiring that you won't get good quality candidates? 

These thoughts indicate a scarcity mindsetThis kind of thinking could be a sign of a scarcity mindset. The scarcity mindset focuses on what isn't there. It's about lack. When you see things through the lens of scarcity, you see a finite amount of money, time and resources. 

For example, there are only five good employees out there to hire, and you better get them before the other organizations scoop them up!

Instead, adopt an abundance mindsetThe opposite of a scarcity mindset is an abundance mindset. Instead of seeing a finite amount of everything, there is an infinite amount. You have plenty of time to finish the project.

• Instead of thinking you will run out of time, you see how many minutes you have, people to help, and tools to get the job done. You calm your mind down and focus on the task at hand. You'll be better able to concentrate, make fewer errors and be more effective at completing the job. 

You may have watched the movie or read the book the secret. The promotors of that material have, in my mind, glorified the abundance mindset. If you wish it and believe it, it will happen… Voila, there is a new car in your driveway. Hmmm... I don't think an abundance mindset quite works that way!

Abundance mindset in leadershipWhen you can come at your leadership challenges with an abundance mindset, you start to see what you do have and what might be possible.

• I will have time to fit in the priority things on my list.
• I know we are strong at advocating for funding for our programs.
• We have ample resumes to review, and if we don't find what we're looking for, we have a network of people who will spread the message about our needs.

Do you feel the difference?

An abundance mindset is filled with HOPEHope is an emotion, but it's also a character trait. When you embrace HOPE, you not only (1) believe that tomorrow will be better than today, but you think you have the (2) ability to make that happen. Whatsmore, you know you have (3) multiple pathways to figure it out. 
That's what a true abundance mindset is.

Your mindset is your perspectiveMindset is your lens or the filter through which you see the world. Like we have filters around gender, colour and race through which we see the world, we also have money lenses and mindsets.

The way you think about money changes how you engage with your team, funders and donor when you are having money conversations. It can make you feel confident or doubt yourself and your message!

Understanding your money mindsetIn this week's episode of the podcast, I talked to Jenny Mitchell about your money archetype. Your archetype is a mindset. When you learn HOW you think about money, it will help you understand how other people think about money. That increased awareness will help you engage in those courageous conversations you may have been reluctant to in the past.

Help to shift your mindsetPerhaps you realize that your perspectives have been getting in the way. Maybe you also realize they are so ingrained. It's hard to shake them off. That's where practice comes in. 

Keep working through The Inner Guidance Cycle to become more mindful of what's going on in your mind. 

• Take time to PAUSE more frequently and let your thoughts catch up with you.
• Then PONDER considering body sensations and feelings as well as thoughts.
  • I can feel myself tense up. I'm anxious and worried we will run out of time.
• PIVOT your perspective by asking what DO you want to be feeling instead and what thoughts will help you feel that way.
  • I want to feel confident I can get this done on time. I need to talk myself through it. We've got this. I can manage in the time I have. I can ask for help.

Then PROCEED back into action with your new mindset. 

** Learn more about The Inner Guidance Cycle here

It will take timeDon't worry if you slip back to your old way of thinking. That's completely normal. That's why I said you have to practice this. You've probably been thinking with a scarcity mindset for a long time. It won't change overnight.
Keep at it!

More helpFor more help understanding The Inner Guidance Cycle grab Mastering Confidence: Discover your leadership potential by awakening your inner guidance system.

For more help understanding your money mindset, tune into this week's episode # 47 - How your Money Archetype Affects your Leadership & Fundraising with Jenny Mitchell​

Final thoughtsYour thoughts can help you ditch survival mode and thrive in both leadership and life. Do the work to become more mindful of your thoughts, and you'll begin to enjoy impactful leadership!

I’m curious, as a leader, do you ever…

• Worry you’re going to run out of time to get everything done?
• Wonder where the funding will come from for your program and fear there won’t be enough?
• Feel anxious when you’re hiring that you won’t get good quality candidates?
  ​

These thoughts indicate a scarcity mindset
This kind of thinking could be a sign of a scarcity mindset. The scarcity mindset focuses on what isn’t there. It’s about lack. When you see things through the lens of scarcity, you see a finite amount of money, time and resources.
For example, there are only five good employees out there to hire, and you better get them before the other organizations scoop them up!

Instead, adopt an abundance mindset
The opposite of a scarcity mindset is an abundance mindset. Instead of seeing a finite amount of everything, there is an infinite amount. You have plenty of time to finish the project.

• Instead of thinking you will run out of time, you see how many minutes you have, people to help, and tools to get the job done. You calm your mind down and focus on the task at hand. You’ll be better able to concentrate, make fewer errors and be more effective at completing the job.

You may have watched the movie or read the book the secret. The promotors of that material have, in my mind, glorified the abundance mindset. If you wish it and believe it, it will happen… Voila, there is a new car in your driveway. Hmmm… I don’t think an abundance mindset quite works that way!

Abundance mindset in leadership
When you can come at your leadership challenges with an abundance mindset, you start to see what you do have and what might be possible.

• I will have time to fit in the priority things on my list.
• I know we are strong at advocating for funding for our programs.
• We have ample resumes to review, and if we don’t find what we’re looking for, we have a network of people who will spread the message about our needs.

Do you feel the difference?

An abundance mindset is filled with HOPE
Hope is an emotion, but it’s also a character trait. When you embrace HOPE, you not only (1) believe that tomorrow will be better than today, but you think you have the (2) ability to make that happen. Whatsmore, you know you have (3) multiple pathways to figure it out.
That’s what a true abundance mindset is.

Your mindset is your perspective
Mindset is your lens or the filter through which you see the world. Like we have filters around gender, colour and race through which we see the world, we also have money lenses and mindsets.
The way you think about money changes how you engage with your team, funders and donor when you are having money conversations. It can make you feel confident or doubt yourself and your message!

Understanding your money mindset
In this week’s episode of the podcast, I talked to Jenny Mitchell about your money archetype. Your archetype is a mindset. When you learn HOW you think about money, it will help you understand how other people think about money. That increased awareness will help you engage in those courageous conversations you may have been reluctant to in the past.

Help to shift your mindset
Perhaps you realize that your perspectives have been getting in the way. Maybe you also realize they are so ingrained. It’s hard to shake them off. That’s where practice comes in.

Keep working through The Inner Guidance Cycle to become more mindful of what’s going on in your mind.

• Take time to PAUSE more frequently and let your thoughts catch up with you.
• Then PONDER considering body sensations and feelings as well as thoughts.
• I can feel myself tense up. I’m anxious and worried we will run out of time.
• PIVOT your perspective by asking what DO you want to be feeling instead and what thoughts will help you feel that way.
• I want to feel confident I can get this done on time. I need to talk myself through it. We’ve got this. I can manage in the time I have. I can ask for help.
• Then PROCEED back into action with your new mindset.
  
  

** Learn more about The Inner Guidance Cycle here

It will take time
Don’t worry if you slip back to your old way of thinking. That’s completely normal. That’s why I said you have to practice this. You’ve probably been thinking with a scarcity mindset for a long time. It won’t change overnight.

Keep at it!

More help
For more help understanding The Inner Guidance Cycle grab Mastering Confidence: Discover your leadership potential by awakening your inner guidance system.

For more help understanding your money mindset, tune into this week’s episode # 47 — How your Money Archetype Affects your Leadership & Fundraising with Jenny Mitchell

Emma has someone on her team who is perpetually late with her paperwork. It doesn’t matter how often Emma talks to this person; it never seems to change.

When I was coaching Emma, I reminded her that she could keep having supervision discussions with this team member addressing the late paperwork. That approach will likely cause friction.

• The employee will continue to feel frustrated, perhaps stupid, and maybe unsupported.
• Emma will become discouraged and start to lose hope in this employee’s capacity.
  
  

What’s going on here?
The challenge is that in Emma’s mind, there is a right way to do things — handing things in on time. As a result, Emma also believes that this employee is doing things the wrong way — submitting items late.

Right/Wrong Thinking
This kind of thinking leaves the employee only able to defend themselves, making excuses about why they’re not measuring up and offering promises they’ll never keep.

So the cycle continues.

It’s often called polarized thinking. We see things one way, all or nothing, black or white, but no grey.

Emma’s learning new ways of leading
But what if Emma was able to get off her side (I’m right) and invite her employee to leave their side as well (You’re wrong) and meet on common ground?

I asked Emma to think about how they could explore things differently. Rather than discussing what’s wrong or right, she could get curious.

Here’s what Emma came up with:
Old way: Your paperwork continues to be late, and that’s a problem. What plan can we make to get your paperwork in on time?

• The focus is on the work.

New way: I noticed (non-judgementally instead of critically) that you missed the deadlines on XYZ. Can we explore what’s going on for you that got in the way of meeting those deadlines?

• The focus is on the person.

Why this works
Here’s the thing, one can assume the employee wants to do their best work. When we start with that assumption that they mean no harm, instead of convincing them they’re doing things wrong, it changes the conversation’s tone.

Here are some other variations of polarized thining
I hear polarized thoughts when it becomes me versus you or us versus them. For example:

• Front line versus management
• The sector versus government
• The boards way versus the leader’s way
• The donor needs versus the organization’s needs.
• Men’s style versus how women tend to handle things.
  
  

The risks of polarized thinking
What leaders, teams and boards think in a polarized way:

• We see differences instead of similarities.
• We perceive everything at the extremes.
• It causes us to be judgemental — of ourselves and others.
• It triggers us, causing an irrational emotional reaction.
  
  

The fix for polarized thinking
***** Find the middle ground.

Engaged teams find ways to move forward together. They are open to innovative ideas, curiosity, a willingness to ask questions, and a deep desire to understand each other.

But you can’t get there when you can’t get off your side, and they will not get off their side.

Three ways to overcome polarized thinking
To overcome polarized thinking, use The Inner Guidance Cycle I teach in Mastering Confidence: Discover your leadership potential by awakening your inner guidance system

1) PAUSE
Create space so you can think.
2) PONDER
Ask yourself: What are the “sides” here?

• Them/Us
• Good/Bad
• Black/White
• Right/Wrong
• My Way/Their Way

3) PIVOT your perspective
Ask yourself: How do these views (my side their side) connect to each of our values and the organization’s values?

• This question will help you to see the person, not the problem. It will help you to humanize your work, making it way easier to find the middle ground.

3) PROCEED
Courageously re-engage in the conversation with a more open viewpoint and a willingness to find common ground.

More Help
If you are looking for more help, and are a member of The Training Library, make sure you go through the TIPS plans I teach you in the Webinar: How to prepare for a tough talk.

You may also find that reviewing your values from the Values Verification course may support your identification of sides.