A regular feature of life in the Delta 7 office is the monthly Visual Dialogue where we get together to discuss something that interests us. We do this because it’s fun – but also because it’s an opportunity to experience and practice the process we create for our clients.

Our pictures are tools to engage people in organisations in conversations about difficult issues. These facilitated dialogues enable people to gain powerful insights about the changes and challenges they face – and come up with responsible and creative solutions.

The starting point for our dialogue was familiar to everyone in the team. “How do I look?”

To begin with, the conversation focused on that uncomfortable conundrum: when is ‘honest’ too honest? Is the truth always the right thing in all situations? We all recognised the experience of holding back on what we said based on what we thought another person wanted to hear. We also all agreed that even though it made things easier at the time, it left us feeling uneasy.

In the end, we concluded that what really mattered to us was for there to be alignment between what we think on the inside and what we say (or do) on the outside. It was clear that congruence was more important a quality than protecting our, or someone else’s feelings.

What do you think? Is the honesty important in your organisation?

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The Department of Business, Innovation and Skills has just published a new report by David MacLeod and Nita Clarke on employee engagement.  We wholeheartedly recommend this report – it makes some great points and is filled with useful case studies.  It’s very hard to get to the end and still avoid the conclusion that having an engaged workforce really does improve bottom line results.

But what actually is engagement?  Is it an attitude (e.g. pride, loyalty), a behaviour (going the extra mile) or an outcome (e.g. lower absenteeism)?  The authors amassed over 50 definitions and share three, all of which are a bit woolly.  Many of the contributors just said “you know it when you see it”.  Here’s the definition they end up with for the report:

Engagement is a workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.

This is probably a good summary of how the word is typically used in HR and internal communications departments.  There are lots of things to say about it, but my underlying concern is this:  It implies that engagement is something that is done to people.  I want to suggest a different starting point.

The starting point is to notice that “engagement” is a metaphor.  Historically the word means a connection – a coming together.  You use a clutch to engage a gear, armies engage in battle, and of course people become engaged with other people when they buy their services, agree to marry them, or just make an appointment to see them.  The extension of the word into emotional experience is just an extension of this sense of connection.  If I have an engaging experience at the theatre or the cinema, it’s because I’m connecting with something – I care about what happens to the characters, or how the underlying themes are developed.  The same sense is true of engaging books, engaging conversations, engaging stories and so on – they are all examples of connecting with things we find important.

If we take this sense of connection as the central meaning, we get a very clear and simple definition of workplace engagement:  A felt connection between what is important to me as an employee and what is important to the organisation I work for.  A voluntary staff member working for a charitable cause they passionately believe in will obviously be much more engaged with their work than a student working at McDonalds.

By simplifying the definition of engagement down to this level, we can create a clearer picture of what it looks like when people are feeling engaged:

A successful “engagement” intervention is anything that increases the size of the orange overlap in the centre of the diagram, the space in which leadership concerns and workforce concerns connect.  Notice that whatever your role in your organisation – business partner, OD manager, senior leader – whenever you instigate some form of “engagement” activity – i.e. you create this central space – you are taking on the role of a leader.  How engaged people will feel as a result correlates directly with the quality of this interaction:  Its openness, honesty, integrity, clarity, vulnerability and so on.

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Our re-working of the old adage “a picture speaks a thousand words” is transforming the way clients communicate in their organisations. By translating current context, vision and strategy into large, colourful pictures, we provide a powerful catalyst for discussing the challenging and complex changes which organisations must negotiate successfully.

Our ‘Visual Dialogue’ process pulls together collective thinking to create shared understanding, consensus and ultimately action that creates change.

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