People Engagement in Organisations

Engagement in an organisation is an unconscious process.

Certainly one can try to rationalize and educate the requirement for an enterprise or outcome, but if an individual’s unconscious programs and values system are at odds with the rationalization, the unconscious program ALWAYS wins.

My background in HR is derived from over 50 years research and 35 years of clinical psycho-therapeutic work. I deal with anxiety disorders and trauma in individuals and in groups or organizations. In all that 35 years of clinical work I have never seen one person who could make change through rationalization whilst their unconscious mind believed it was protecting them by performing the behaviors or creating the thought patterns and emotions that presented. This is also true of the per-cognitive commitment to belief systems that we are all programmed with.

Cognitive and rational intervention ONLY works when the underlying belief systems support it. In all other cases the unconscious will intervene in the process.

This lack of individual and corporate congruency is why most change implementations fail. Change managers, and management in general fail to develop congruency strategies that involve the majority of actors in the plan. You can create KPI’s and run assessments all you like, but unless communication is with the unconscious emotional memory of each individual results will never be higher than 30%. The 30% comes from the percentage of any population that has a higher level of suggestibility.

The failure rate of trying to implement change in most organisations is 70%! So trying to change systems, personnel functions or direction of the company is like trying to turn the Titanic. Normally it takes a lot of time and certainly more resources than HR normally has at its disposal. 

So in summary, to create engagement it is critical to communicate at an unconscious emotional memory level. That has little to do with emotional intelligence but it does have a lot to do with management understanding and patience. Yes it may cost a little more initially, but if you increase productivity in an organization by 50% with no real increase in organizational costs, what does that do to your organizations bottom line?

So the steps ALL organisations need to implement are:

  1. Determine the real Values of potential new employees and match them to the Values your organisation needs to adopt to create a congruent, productive work environment and marketplace.
  2. Make sure your organisation researches the real Values of your client organisation and its principal personell.
  3. Train YOUR staff with the understanding of and implementation of Values matching to create internal congruency, and develop close ongoing relationships with your clients and their staff.
  4. Implement ongoing training plan and care plans that create optimum engagement within YOUR organisation so that productivity increases and your staff become client focussed.

All relationships between people are built on the same critical principles. Get the facts here.

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