Organizations were forced by circumstance to focus on consistency and process, but

in the process, they have lost sight of the impact it has on people.
You need to connect to people not process and allow yourself to be human
because you can only connect when you’re being authentic as one authentic human
being to another."

Many organizations have been built using industrial models for productivity, and outdated
thoughts about how to structure teams and hierarchies. Ironically, these systems focus almost
exclusively on results meeting targets, improving efficiency, and doing more with less.

However, at present time while our "VUCA" world (Volatile, Uncertain, Complex,
Ambiguous), focus on process over people that's creates ineffective workplace cultures,
employee burnout, and sagging engagement which in turn effects results.

“Connect the dots between individual roles and the goals of the organization. When
people see that connection, they get a lot of energy out of work. They feel the
importance, dignity, and meaning in their job.”
There are Four Rules of Engagement
Four “Rules of Engagement” where identifies to help organizations learn to focus on the people not the
process that will drive them to success in our current business landscape, and create a Purposeful Work
Experience.

The Rule of Connection

 Instead of focusing on metrics, efficiency, or productivity, leaders should

focus on purpose, identity, beliefs, and values for the organization as a whole,
and for the individuals who work within it. We all want to feel that we belong.
And individuals who feel that they belong are more likely to show up
enthusiastically and authentically and create better results in the process.

The Rule of Collaboration

 People are far more likely to respond to change in an effective way if they
have been involved in the decision making process. They are also more likely
to be effective and authentic when ideas have been generated in an
environment that encourages a diversity of thought.
The Rule of Adaptability

 The ability to deviate from a tactical plan helps to differentiate between

organizations that thrive, and those that become cautionary tales (Blockbuster,
anyone?). Something is going to go wrong. It’s just a matter of what (and when) so
being willing and ready to change tactics in the moment, while staying true to your
overall strategy, is a competitive advantage.

The Rule of Equivalence

 typically, organizations give a lot of attention to senior leaders. The higher up

the org chart, the more learning and development invested, the more authority,
the more gravitas. But VUCA isn’t a management issue, it’s an everyone issue.

"Eventually, Everyone can be a leader if you connect using leadership with good
communication channel, build collaboration environment, create adaptive
learning workplace and finally treat your employees equally". AH
Toolkit: One of the best tools to understand how to increase
employee engagement is "The Gallup Q12 Index"

Gallup's employee engagement work is based on more than 30 years of in-depth

behavioral economic research involving more than 17 million employees. Through
rigorous research, Gallup has identified 12core elements " the Q12 " that link
powerfully to key business outcomes.

These 12 statements emerged as those that best predict employee and work-group
performance.

1. Do you know what is expected of you at work?.

2. Do you have the materials and equipment to do your work right?.

3. At work, do you have the opportunity to do what you do best every day?.

4. In the last seven days, have you received recognition or praise for doing good
work?.

5. Does your supervisor, or someone at work, seem to care about you as a person?.

6. Is there someone at work who encourages your development?.

7. At work, do your opinions seem to count?.

8. Does the mission/purpose of your company make you feel your job is important?.

9. Are your associates (fellow employees) committed to doing quality work?.

10. Do you have a best friend at work?.

11. In the last six months, has someone at work talked to you about your progress?.

12. In the last year, have you had opportunities to learn and grow?.