[S10E35] The Way We Get By: Part 1

[S10E35] The Way We Get By: Part 1

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Jim Collison 2:21So we have, on YouTube, we have a playlist called \"Q12 for Coaches.\" Our original intent was to give you enough information to really work through the Q12 with, with individuals and organizations. We now have an Engagement Champions course. And Mike, I think a lot of folks always ask me -- I get this question all the time -- like, Do I need to take the Engagement Champions course to be able to do Q12 And I used to say no, but today I kind of go, you know, it'd be a good, it'd be a really good idea and something to go through. From what you know on that, what, what would they expect What would somebody expect if they were thinking of using this and they joined us for that courseMike McDonald 2:58Yeah, it's a great -- well, I'll just, Hey, friends, great to have you. I'm just gonna lead with bias. I think, for those of you who know me, I'm just gonna put it on the table. I personally get inside that course as, with as much value as I can, because it's so, it's so extended. It's, you know, yes, it's a learning solution. But really what it's doing is it's creating agents of engagement through, through a lot of different frameworks to move engagement forward, particularly as you work through managers. And I know a lot of our coaching, right, we're spending time coaching through managers, understanding the impact they have on their team and their organization. And Engagement Champions really helps equip you, me to be effective in coaching engagement through managers, consulting engagement through managers, and also supplying them with the credibility -- through our coaching and our consulting -- with the credibility they need to continue to lead their teams, specifically through the framework of engagement.Mike McDonald 3:59One of the things, Jim, that it gets into is obviously, and I guess, as we think about ourselves as coaches, I think, arguably the, I think it'd be interesting for those of you who have been through Champions and GGSC or ASC, compare, I'd like to have you do a side-by-side comparison of the resources next to each other. So think about all of the resources, for those of us who are Certified Coaches, that we were using and have continued to use to take strengths forward. Just parallel that with Engagement Champions. It is almost inexhaustive.Mike McDonald 4:33And I hear a lot of people -- these are just unsolicited responses. I've heard people leave Engagement Champions, Jim, and they'll say things like, \"I can't believe Gallup gave this much away!\" Like, you know, and not that they're, not that they're indicting Gallup, but, but more so, they're just, like they're seeing the potential to have this infinite number of resource-driven options to go move engagement -- and through a series of team-level coaching questions, individual-level coaching questions and questions that we can coach and equip our managers to be at their best. So it's a very profound experience. It architects engagement, you know, so literally, if you think about it, we're actually coaching in an organiz- -- an organization, through the role of being an Engagement Champion.Jim Collison 5:15Around engagement, the second-most question I get: Is there a certification for that And that's not like, unlike GGSC, that does not lead to, we do not have an engagement certification. But certainly, it leads to great knowledge, great understanding and, like you said, great resources and materials around that -- kind of sets you up to get you ready to go. Not that we even, this didn't even, this wasn't even in our notes, not an intention to do a gigantic sales pitch. But it just got me thinking, when we put the 2018 series together, that didn't really, that infrastructure didn't really exist. And that's kind of something new that has come up. And so the, if you're watching this video, the first one in the, you know, in the series, which we're going to put it in the first, in its first place, and you're looking at the other 14 that are there, just remember, we recorded those in 2018, when some of these things didn't exist.

Jim Collison 6:06And so, two other corrections, Mike, as we think, you know, time has changed. I sometimes get emails from coaches who say, Hey, back in 2016, you said ...\" I'm like, Well, OK, that was 6 years ago, and some things have changed -- like that, a few things have changed. The Gallup Business Center that we talked about -- all the resources available, reporting stuff -- has now been converted to Gallup Access. So if you've been around any length of time, you know we're moving everything into the Access infrastructure. And so you can, anytime we say the Business Center -- that's particularly important at the last, last video in the series, we talk about resources available out there -- those have now moved into Gallup Access, as well as the resources. If you go to the Resources tab in Gallup Access, you can find a lot of the resources. In fact, we might have more engagement resources in Gallup Access than we have strengths resources, Mike, don't you think We've got a lot of stuff in there, rightMike McDonald 7:01It's, it's packed. In fact, I think maybe there's as much sense-making trying to convert the resources in that course as there is, you know, any, any other aspect of it, which is really central to this. Jennifer, I, you know, I love your testimony in the chat. Al Winseman, hard to, I don't know if you can get better than that. So I'm just going to leave that statement on its own. But yeah, it's, it's, gosh, you know, I think, you know, Jim, the resources that are available in that specific course -- Engagement Champions -- it's just a, it's a useful framework. And probably the two highlight-reel features that come out of that, that, that really extends, and I think helps us build out even our coaching business from that entrepreneurial standpoint. One feature that's really the star of the show, and I'll use some language that maybe some of us are familiar with; some of us may not be, but we call it the state of the team.Mike McDonald 7:53And so imagine a well-intended team leader who wants to have a team engagement discussion. How do they sit down with confidence, with full effect, and authentically create a great feedback experience for their team, a great action-planning experience for their team And most importantly, is the central theme the, one of the predominant predictors of future engagement is, Are we making progress on goals So moving past that event, Jim, where we just measure it and stop, talk about it and stop, but actually, how do we extend it and, authentically through our team, not for our team, do better work because of the focus and intentionality and engagement So you can see, I hope we hear the echo or the possibility, the placement of our coaching up front to help managers do that effectively.Mike McDonald 8:39The other thing I'll throw in, Jim, it's a train-the-trainer model. So if I go through Engagement Champions, I walk away with two PowerPoint decks, just like with ASC and GGSC, we walk away with content that we can construct and aim at different audiences. So we have organizations integrate new associates with the presentation of what this deck and our facilitation would look like. We influence managers as we help them come up to speed to how do they drive engagement for their team So when I think about this audience being right at the center of being able to facilitate those types of conversations, literally leading half-day workshops, or 45- to 50-minute webinars, I love the scalability and choices that we have about how we place ourselves to add value to so many organizations.Jim Collison 9:25No, that's, that's great. And I think it's always good to hear, I mean, we just released on Gallup Access, so this is August 31, 2022, some brand new reporting for, some, you know, we have updated the color schema there to match across the board -- especially for those who have visual impairment; that has gone in. We have some, you know, some different reporting that's available out there as, as well in Gallup Access. So some great things have changed since 2018, and, and some great things have stayed the same. They're still -- the questions are still the same, right This is why we can kind of create this video, put it on top of the other 14, give you a few caveats going in and then say, You know what, what, what Mike said -- not what I said, but what Mike said -- in 2018, still probably applicable. My stuff might be a little bit questionable, but it's a good opportunity for some continued learning. So if you're watching this as part of the series up front, just remember, there are a few things. One last change: We sunsetted the 10 codes that were available; there were 10 free seats available for Q12 in the Business Center. When we made that jump to Gallup Access, that technology didn't translate. And to get the, to get that deployment out faster, we just dropped those 10 free codes that are available in the book.

Jim Collison 10:45So if you have a copy of that book, and the codes are still in there, you can still reach out to our customer assistance for a certain amount of time. That eventually will sunset as well, to use those codes. They'll give you a new code, but you need to reach our customer assistance. Everything being sold now doesn't have those codes in there. So Mike and I are going to refer to that in every single one of the episodes coming forward. And yeah, about once a month, I get somebody who says, \"Hey, where do I get that book\" And, and that book has been sunsetted. And so still, you can still purchase it -- a great book and a foundation for, for engagement. If you're wondering what all this engagement work is and does and what it means, Mike, you got to say, that's the very first book you read, right First, Break All the Rules is the right book to read right out of the chute, rightMike McDonald 11:29It has been an unwavering, and I think being in the cornerstone, quite frankly, I hear the reference point: It's the seminal book on employee engagement. And I still go back to it. And it's, well, I guess, if I was to help us just understand the value that it brings, it does take us into the deep underpinnings of the 12 items of engagement. But there's some really great, like, I think, storytelling that comes out of it that, at least for me -- and I would encourage all of you, as you think about it -- that helps you position engagement through metaphors, examples and storytelling that I think helps connect your audience in a way where they can receive and actually feel engagement through the description of those items.Jim Collison 12:10No, that's great. A great, a great place to get started. And a great place to -- good, a great book to have. I have an old version here; I have the newest version in the office. And it really kind of changed, when I first read First, Break All the Rules, it actually changed the way -- and I think I say this in the videos before -- it changed the way I parented. And I started thinking, you know, parenting is managing, in a lot of ways, and, and it re- kind of made me think through all those like, Man, I should start to parent this way, you know.Mike McDonald 12:42Yeah, I agree, Jim, you know, and especially -- and I don't know if it's, if it was the case for you, but for those of you familiar with engagement, or, you know, as we kind of trans-, translate this to an audience that may or may not be as familiar with it -- we have these core questions, right. We'll talk about those with more detail. But I think, Jim, where it really helps humans organize their interactions with each other is the framework that wrap, that we found wraps around those 12 questions. We're all familiar with Maslow's hierarchy. But I think the uniformity of that type of perspective, as it wraps around the placement of these 12 questions, really helps us understand, Where does our confidence come from You know, and so we've, whether we're a parent, whether we're a partner, whether we're a coworker, whether we're a manager or a coach, whatever, we get to really consume the placement of that experience in a way that builds up our progression of confidence. So if we think about, and so I'll just kind of talk us through it real quickly. But there's two, there's 12 questions. The first two questions are foundational: expectations and resources. Do I have clarity of the expectations And do I have the resources to meet those expectations Not so surprisingly, if they're established, I have a real strong sense of confidence and a desire to make a meaningful contribution -- more so as an individual, but I want to be known for my output; I want to be known for my performance. And I want my team to kind of know that if Mike's not here today, they have to work harder; they'll miss his contribution.Mike McDonald 14:08And then if we move past that, though, those, that explains the next 4 questions. So now we have 6 questions accounted for, essentially, basic foundational needs for the first 2; individual contribution for the next 4. That level of performance contribution doesn't satisfy us forever. Eventually -- we are human beings; we want to be known as a human being. We want to be known as a person, not just for our performance. We want to be part of a team that has an identity, and we commit to each other and we stand for something. And the next 4 questions are really explained by how do we, how do I feel as part of a team And the last 2 questions really are about this notion of growth. You know, some points of reference might say that's where we're actualized. But I think it's useful to think about the final 2 questions at the top of that hierarchy being really representative of a career commitment or a career perspective. I really appreciate my career past tense and where it's brought me, and I am even more excited with expectation about career growth looking forward. And I'm not tempted to go anywhere; I'm gonna stay right here. And I'm going to see and continue to see these 12 items work together to the benefit of myself and the contribution I could make to our organization. 59ce067264

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