First pick this week comes via the short discussion last week with Itamar Goldminz, one of our readers. We’re continuing the exploration of the August monthly theme: ”Engaging the distributed organization”
In many respects I think the 18 outlooks model of what drives self engagement is really an articulation of a ‘growth mindset’ and not that surprising. However, the ‘aha’ moment for me is the idea of incorporating questions about self engagement in surveys / approaches to measuring employee engagement. If I think about the tool we use in the NHS in Scotland, I find it does little of this. It is very much focussed on perceptions of what the employee gets from others / ‘the organisation’. Perhaps unsurprising given the level of co-production with staff? The article shows me there is another important dimension to this that we must consider, as we do when asking about wellbeing.
In many respects I think the 18 outlooks model of what drives self engagement is really an articulation of a ‘growth mindset’ and not that surprising. However, the ‘aha’ moment for me is the idea of incorporating questions about self engagement in surveys / approaches to measuring employee engagement. If I think about the tool we use in the NHS in Scotland, I find it does little of this. It is very much focussed on perceptions of what the employee gets from others / ‘the organisation’. Perhaps unsurprising given the level of co-production with staff? The article shows me there is another important dimension to this that we must consider, as we do when asking about wellbeing.