Hey Chris, I have found it to be very interesting about the TYPE of engagement folks have and what motivates them to actually engage. For example, when young children join a soccer team the coach makes sure that every child gets to play; no matter how bad they are. The coach knows the entire team may suffer a loss, but his goal is to give each child an opportunity to engage, not so much to win the game (however that would be great). Work-groups are like that soccer team. Some are only playing because they have to, and some are playing to win. Just as in your example about those that make carpet and those that design cars. Some have a passion for what they do, yet are not engaged, some hate what they do but love the opportunity to engage. It’s amazing when the team sets their WIG how easily it is to identify the two types of people. Imagine if the coach sat each soccer player down and ask them what they could do to contribute to winning the game. I think most folks miss the point that not everyone is passionate about scoring the winning point; or even playing the game for that matter. Maybe they are more passionate about keeping the other players hydrated, or filming the game, or cheering on the team, maybe supporting the team in ways that allow them to utilize their talents. We know that just because someone is utilizing their talents does not mean we can get them to engage and those that are engaged may not have the same level of talents as others. So, what do we do to get the talent with no engagement to connect with the ones that are engaged yet don’t have the same level of talent? When I was in the military, the assistant gunner was just as important as the gunner; because without the assistant gunner keeping the weapon fed with ammo, the gunner was useless. The way I get teams to engage is to ensure that EVERYONE knows how important their particular contribution is towards the WIG. So, I think execution MUST also include engagement. I think the 4DX methodology drives teams toward engagement as part of the learning experience on how to execute. I think if we have a player’s scoreboard and use it to drive towards the WIG, we are encouraging engagement because we can clearly identify EVERYONE’s contribution. I am a “super coach” for the 4DX (trained by Jim Huling) and it totally changed the way I thought not only about how to execute, but how to think like each and every member of the team. When I challenge team members to commit to contributions it’s really not about their small contribution. It’s about engagement.
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