Passion Test For Teams
Create a ‘Thank God It’s Monday’ Workplace or Organization!
“We are at our very best, and we are happiest, when we are fully engaged in work we enjoy, on the journey toward the goal we’ve established for ourselves. It gives meaning to our time off and comfort to our sleep. It makes everything else in life so wonderful, so worthwhile.”
~ Earl Nightingale
In November 2008 – January 2009, Gallup conducted a worldwide study of 100,000 people in 34 countries focusing on the meaning of work. 51% of the workers worldwide said they would sacrifice status and pay to have more meaningful work! Gallup concluded in their May 2009 engagement study that 71% of employees are partially or fully disengaged! An actively disengaged employee costs an organization an average of $16,000 a year, not to mention spreading low morale and countless hours of time, energy and frustration for managers. Imagine the difference that could be made in your organization’s bottom line if more people were passionate about their jobs.
Why the Passion Test is so Great for Your Business or Organization:
• Innovation, fuelled by passion, is critically important for all organizations/companies.
• Eventually baby boomers will leave the workforce. Since there simply aren’t enough people to take their place, providing meaningful work to retain an organization’s best talent is critical.
• Generation Y is demanding they are passionate about the work they do – it has to be meaningful for them to fully invest their energy in an organization.
• For successful talent management and succession planning, including meaning and passion in the formula for long term success is the basis for identifying and culturing tomorrow’s leaders.
Outcomes That Your Organization/Biz. can Expect:
• Greater commitment – Posner and Schmidt published research in the Journal of Business Ethics* that supports our own results; that when employees clarify their own values, their commitment to their company increases substantially. The same is true when you own your own business.
• Openness to new ideas and innovations in change management – When employees realize that the company cares about what is important to them, they become more open to supporting change that is important to the company.
• More positive responses to ideas and suggestions from coworkers – As employees gain greater clarity about their own passions, they gain greater confidence and are less threatened by diversity. The result is an openness and respect for ideas from others, including people that are in different career life cycles and come from different backgrounds.
• A friendly, more productive work environment – Clarity about one’s passions motivates your employees to be more fully engaged and develops leaders that lead at a higher level.
• Increased ability to positively affect customers and clients – When employees are happy, engaged and internally motivated, their interaction with customers, clients and co-workers naturally reflects these qualities.
*B.Z. Posner & W.H. Schmidt, “Values Congruence and Differences Between the Interplay of Personal and Organizational Value Systems,” Journal of Business Ethics, 12 (1993): 174.
The Process:
1. Identify (or work with already existing) Organization’s Mission, Unique and Core Values.
2. Identify Employees’ Unique Value and Work Passions.
3. Align work passions of Employees with the Mission and Core Values of the Organization.
4. Pre and Post surveys measure changes in Engagement.
“We are at our very best, and we are happiest, when we are fully engaged in work we enjoy, on the journey toward the goal we’ve established for ourselves. It gives meaning to our time off and comfort to our sleep. It makes everything else in life so wonderful, so worthwhile.”
~ Earl Nightingale
In November 2008 – January 2009, Gallup conducted a worldwide study of 100,000 people in 34 countries focusing on the meaning of work. 51% of the workers worldwide said they would sacrifice status and pay to have more meaningful work! Gallup concluded in their May 2009 engagement study that 71% of employees are partially or fully disengaged! An actively disengaged employee costs an organization an average of $16,000 a year, not to mention spreading low morale and countless hours of time, energy and frustration for managers. Imagine the difference that could be made in your organization’s bottom line if more people were passionate about their jobs.
Why the Passion Test is so Great for Your Business or Organization:
• Innovation, fuelled by passion, is critically important for all organizations/companies.
• Eventually baby boomers will leave the workforce. Since there simply aren’t enough people to take their place, providing meaningful work to retain an organization’s best talent is critical.
• Generation Y is demanding they are passionate about the work they do – it has to be meaningful for them to fully invest their energy in an organization.
• For successful talent management and succession planning, including meaning and passion in the formula for long term success is the basis for identifying and culturing tomorrow’s leaders.
Outcomes That Your Organization/Biz. can Expect:
• Greater commitment – Posner and Schmidt published research in the Journal of Business Ethics* that supports our own results; that when employees clarify their own values, their commitment to their company increases substantially. The same is true when you own your own business.
• Openness to new ideas and innovations in change management – When employees realize that the company cares about what is important to them, they become more open to supporting change that is important to the company.
• More positive responses to ideas and suggestions from coworkers – As employees gain greater clarity about their own passions, they gain greater confidence and are less threatened by diversity. The result is an openness and respect for ideas from others, including people that are in different career life cycles and come from different backgrounds.
• A friendly, more productive work environment – Clarity about one’s passions motivates your employees to be more fully engaged and develops leaders that lead at a higher level.
• Increased ability to positively affect customers and clients – When employees are happy, engaged and internally motivated, their interaction with customers, clients and co-workers naturally reflects these qualities.
*B.Z. Posner & W.H. Schmidt, “Values Congruence and Differences Between the Interplay of Personal and Organizational Value Systems,” Journal of Business Ethics, 12 (1993): 174.
The Process:
1. Identify (or work with already existing) Organization’s Mission, Unique and Core Values.
2. Identify Employees’ Unique Value and Work Passions.
3. Align work passions of Employees with the Mission and Core Values of the Organization.
4. Pre and Post surveys measure changes in Engagement.