Debunking the Major Myth of Engagement

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by Soren Eilertsen, Ph.D. July, 2018.

To understand engagement, we must first understand human development.

From a business perspective, employee engagement is about productivity and outcomes. From an employee perspective, engagement is ultimately about living a full life that actualizes potential and enables individuals to display their true identity, thoughts and feelings. Can these two perspectives be reconciled? The answer is complicated.

Typically, when optimizing for one factor, the other will be suboptimized. Under capitalism, business has traditionally optimized for business results. Some emerging business leaders are challenging this by prioritizing individual development and then setting tough business goals that can act as a pull for individual development toward self-actualization.

Continue reading this article published in Chief Learning Officer magazine or download PDF.

By |2018-08-06T04:14:26+00:00July 6th, 2018|Article, Change, Culture, Leadership|0 Comments

About the Author:

Soren Eilertsen, Ph.D., works with business leaders to clarify vision, set strategic focus, and develop leadership muscle. Since founding Kollner Group in 1999, he has shaped the success and strategy of numerous for-profit and non-for-profit businesses in a variety of industries. He teaches business strategy as Adjunct Faculty at Pepperdine University’s Graziadio School of Business and Management. For additional information, visit Kollner Group or email Soren.