“Employee engagement = commitment to organisation’s purpose and goals. Agree?”

Employee Engagement: What and Why – Forbes @ forbes.com “What the heck is employee engagement anyway? Let’s start with what it’s not… Employee engagement does not mean employee happiness. Someone might be happy at work, but that doesn’t necessarily mean they are working hard,…”

You gotta love the “corporate lingo”.  “Employee engagement” (expressed and measured as “performance” and “productivity”) will emerge as a natural consequence of individual expression of human potential. So what is the rate limiting factor to an individual reaching their highest human potential? Self esteem…an individual’s perception of self. So then the challenge for leadership then becomes “how to increase self-esteem in the workplace?” The short answer – that eludes and perplexes many in business environments: create a nurturing environment that reflects back to the individual how valuable/lovable they are – more productive and cost-effective than the traditional “carrot” or “stick” management techniques & approaches. Dan Goleman was on the right track with “emotional intelligence”…just didn’t take it far enough into the realm of “healing” as a fundamental paradigm for optimizing human potential…that works both inside and that works both inside and outside the workplace.  It is ultimately always about the “people equation” & a deeper understanding of the human condition. Requires a paradigm shift to a higher level of consciousness…greater profits as a natural consequence of knowing how to appropriately nurture and love your employees in the context of the workplace…not historically the focus or domain of corporate management in America.