In their article entitled “Using Engagement Strategies to Facilitate Children’s Learning and Success”, authors Judy Jablon and Michael Wilkinson start by identifying the psychological and behavioural characteristics of engagement.   Engaged learners are ‘on task’, but they are also using their “minds, hearts, and even their bodies to learn”.  These learners are “intrinsically motivated by curiosity, interest and enjoyment, and are likely to want to achieve their own intellectual or emotional goals”.[i]  

Jablon and Wilkinson are strong proponents of actively establishing a climate of engagement in the classroom.  When strategies for promoting engagement are not emphasized or even present, it has a negative impact.  In a school context children are at risk for disruptive behaviour, absenteeism, and eventually dropping out of school.  On the flip side, research demonstrates a strong correlation between high levels of engagement and improved performance, attendance, etc.   True for children in school, and I would argue true for adults in organizations.

The authors present a list of characteristics that create a climate of engagement for children in a school setting.  Most of these are useful to consider in the context of our organizations and for our adult employees:

• Activate prior knowledge 
• Foster active investigation
• Promote group interaction
• Allow for choice
• Include games and humour
• Support mastery
• Nurture independent thinking

These points are strategies for classrooms and they have proven results when it comes to increasing the level of engagement in children.  As adults these same points are important, some more than others, and some better suited to certain personality types over others.  Regardless of the exact match, I would argue they are wise strategies to consider as a starting point in the conversation about engagement.   After all, engagement is a choice – it can’t be mandated.  Leaders who consider these issues and incorporate conditions for engagement are likely to see results – that is, employees who don’t simply stay ‘on task’ because they have to, but who bring something more of themselves to their work and to the organization as a whole.   

The GOOD news is that there is no shortage of assessments for the workplace – we have cultural, 360°, personality, competency, leadership, and team assessments, to name a few.  The list goes on and on.  Assessments can be a cost-effective way to improve your selection processes, enhance leadership development, and help create dynamic and positive discussions about commonalities and differences between peopl… Read More >

At some point, most organizations realize that there is no shortage of applicants for the positions they need to fill; but rather a shortage of the specific skills and capabilities they need to grow their business. Good talent is still hard to find and even harder to place in the right roles for growth in the organization.

The problem of finding, selecting, and developing good talent has only been exacerbated over these past few years as unemployment rates have hovered at historically high levels. The result has been an overwhelming number of candidates in the j… Read More >

A key part of my role as a career and change strategist is listening. Yes, I speak too and some may argue I do so too much! But hey, I have so much wisdom to impart, right?  Seriously, a key requirement to success in my role is to listen – carefully, actively, and encouragingly.

The key word here is actively. This means I am not thinking about my next client, my meal tonight, or how the basketball finals are playing out. I’m not even … Read More >

Searching for a new job, whether your career transition is planned or unexpected, often seems like a monumental task.  It’s tempting to jump right in and send out as many resumes as possible.  Slowing down and organizing yourself is a critical first step and taking the time to target your job search makes the seemingly overwhelming task manageable.

As a first step, identify the characteristics of an organization that are important to you in your next role.  Defining these criteria helps to narrow the list of possible companies and create your targets.
… Read More >