How does energy cycle and leadership go together? Well during a knowledge share presentation with Executive Networks Global Talent Leadership and Kenneth Thomas the group was inspired by the research and work he has done around Intrinsic Rewards. Kenneth is sharing his thinking around Intrinsic Rewards to drive Work Engagement, which are “Psychological rewards(positive feelings) you get from doing your work well.” Also, they operate on an emotional level to keep you energized. In fact, the group discussed how much of the new work cannot be automated or off shored. The new work is more complex and non routine based, which requires judgment and creativity. It’s high value
add and has a great deal of pride involved with it. In fact, according to the Corporate Leadership Council, Emotional engagement (intrinsic motivation) is four times more powerful than rational engagement (extrinsic motivation) in driving employee effort.
Many of our Executives are finding this type of conversation extremely relevant to fire up the talent engine for all demographics. This notion of creating a talent engine burning is critical to successful business today. Recently I spoke with Robert Richman, Zappos Insight Product Manager who shared with me innovative programs and thinking around how they are engaging employees. It’s something that we think seriously about as we look at remuneration programs, succession and talent programs across organizations.
Michael Tirrell contributed to this post.
NOTES / SOURCES
The Work Engagement Profile in the CPP has four dimensions: Choice, Competence, Meaningfulness & Progress.
Source: Corporate Leadership Council (2004), “Driving Performance and Retention through Employee Engagement.”
Source: Adapted from Kenneth W. Thomas and Walter G. Tymon, Jr., Work Engagement Profile, copyright 2009 by CPP, Inc.