A body of research is growing that shows the rational and emotional connections employees have with their supervisor, colleagues, organization and job determine the amount of discretionary effort employees put into their work. While managers are most comfortable establishing rational connections, emotional connections have been shown to be four times as effective as rational connections when it comes to producing discretionary employee effort. Michael’s research has identified three elements that are key to develop a “Connection Culture” which connects and engages employees. Drawing in research from diverse fields of knowledge and using examples of leadership behavior from Steve Jobs, Ed Catmull, Anne Mulcahy, Jim Goodnight and others, Michael shows what is essential to create and sustain high levels of employee engagement.
Research: Rational and emotional connections are essential to success
Rational connections that work
Emotional connections that inspire change
Sustainability: making it stick — Examples: SAS Institute, RISD, PIXAR, Apple and more.