The book, The Engagement Formula, presents a new leadership model that guarantees full employee engagement. If you implement this new leadership model in your organization, 100 percent of your employees will become engaged with their work - all working at their full potential. Sound impossible?
It is impossible under traditional management methods that emphasize top down direction and control. On the other hand, full employee engagement is routine when you utilize the leadership model presented in this book.
My new book has just been released in India and contains two additional case studies of Indian companies whose leadership practices embrace The Engagement Formula
My new book has just been released in India and contains two additional case studies of Indian companies whose leadership practices embrace The Engagement Formula.
"Ross Reck has made arguably the most difficult agenda in organizations look so doable in The Engagement Formula. The book is an uncomplicated read, with simple concepts and corroborative evidence from many frontline companies. The implementation guide is indeed a user-friendly tool kit that succinctly addresses all the jigsaw pieces to make the gestalt look complete. A perfect book for anyone who struggles with why employees do not seem engaged!"
--Prabir Jha, Senior VP and Chief Human Resource Officer, Tata Motors Limited, Mumbai Area, India
Largest Indian Automobile Manufacturer and Manufacturer of Land Rover and Jaguar
"This book is the complete package when it comes to employee engagement. The Engagement Formula is grounded in relevant theory (McGregor and Maslow), connected to reality (dozens of successful companies are already using it) and it's dead on."
--Harry Paul, coauthor of Fish! and Who Kidnapped Excellence?
The Engagement Formula is for those who know little about motivational behaviour in the workplace. If you are a manager and your staff turnover is above 10% per year, this is a book for you. If you never heard of Southwest Airlines, Google or Zappos success stories about how to create a crowd of engaged fans, this is the best money you will ever spend.
--Martin Wiedenhoff, Digital Marketing Evangelist at 360decision.com, Montreal, Canada
"The key competitive advantage for any organization is having an engaged workforce. This book shares steps on how some of the world's best organizations retain their edge. Learn how to achieve higher levels of loyalty, productivity and profitability."
--Pirya Chetty Rajagopal, Partner, Stanton Chase International, Bengaluru Area, India
Donna Freydkin wrote an article, which appeared in a recent issue of USA Today, about Jane Fonda and Lily Tomlin who are staring in a new Netflix TV series called Grace and Frankie. The two play aging women whose husbands come out as gay and decide to marry. According to the article, what makes this interesting is that Fonda who is 77 and Tomlin who is 75 “…are starting over at a time when their peers are moving into gated retirement communities.” Furthermore, both seem extremely excited about what they are doing. This is a reminder to all of us that it’s never too late start something new and doing so helps keep us young or at least young at heart.
I just finished reading an excellent book titled Work Rules! by Laszlo Bock, the head of People Operations at Google. In his book, Mr. Bock mentions an article written by Chris Argyris, a professor emeritus at the Harvard Business School. Professor Argyris looked the performance of Harvard Business School graduates ten years after graduation. For the most part, these people got stuck in middle management when they had all hoped to become CEOs and captains of industry. What he found is that when these people inevitably hit a roadblock, their ability to learn collapsed. In Professor Agryris’ own words, “Put simply, because many professionals are almost always successful at what they do, they rarely experience failure. And because they have rarely failed, they have never learned how to learn from failure….[T]hey become defensive, screen out criticism, and put the “blame” on anyone and everyone but themselves. In short, their ability to learn shuts down precisely at the moment they need it the most.” The key to avoiding this predicament is to realize early on that failure is an inevitable part of success, accept is when it occurs and then ask the question, “What did I learn from this?”