"There are but Two Levers for Moving Men [People]...INTEREST and FEAR."
--Napoleon Bonaparte. [Mr. Bonaparte rose quickly and fell sharply by relying too heavily on the one and neglecting the other...history tells how it turned out.]
There is perhaps no position within a company that has a greater potential impact, (either positive or negative),on the overall performance, and success of an organization than it's direct team-leaders, supervisors, and managers.
Years of extensive research clearly demonstrates that companies with a more ENGAGED workforce enjoy higher productivity, quality, cost-efficiency, customer satisfaction, brand loyalty, and growth than their competition. [1]
And...employee engagement levels are directly correlated to the quality and effectiveness of their direct manager's LEADERSHIP skills.
Developing effective people leadership that's capable of engaging employees and significantly improving performance can be difficult...in part, because most management roles have a dual nature...and two vastly different fundamental types of mental function and required behaviors.
1) They have to administer a process. This is a more mechanical function that's focused on external factors like process adherence, data management, metrics & measurements, and performance numbers and statistics...which are not all that difficult to teach through experience, and exposure to the process.
2) They have to be influential, effective LEADERS of people. To do this, they have to listen, communicate, develop, and motivate others on a much deeper, internal level...things can't be as easily taught through exposure and time.
Developing these two vastly different fundamental skill-sets in one single individual isn't easy. That's because the two functions, (process administration vs. people leadership), are performed by two very different parts of our brains.
At Ngage, we refer to this communication and motivational distinction as "Outside-In" Management vs. "Inside-Out" Leadership.
Most managers try to drive their people to perform from the Outside-In, by focusing on improving their process knowledge, on the metrics and numbers, and motivating them by pushing them towards quantitative goals to achieve external incentives or recognition, and/or avoid negative consequences.
While these methods can certainly effect some improvement and motivation, they don't appeal to the kinds of things that matter MOST to people...the things that a Leader must tap into to in order to produce a deeper motivation and foster the greatest sense of value/importance, and purpose that's required to produce and sustain significant improvement in process and performance.
More importantly, this Outside-In motivational approach inherently places greater pressure & stress on both individuals and the organization...which may actually undermine leadership and weaken relationships, and hinder performance, reduce process quality, diminish customer and prospect experience, and increase inconsistency and organizational instability.
It's a self-perpetuating cycle of stress and struggle...The answer is often to just double-down, and amp-up the Outside-In pressure until something pops...in the manager or the employee, and the organization is forced to begin again with new people, but with the same old outside-in motivational approach.
No one does anything WELL unless they want to do it. Leaders motivate people to do what they want them to do...by making them want to do it.
In comparison, the great organizations-the ones that achieve steady growth through consistently high performance and greater organizational stability-have learned the secret of leading people from the Inside-Out.
Only when people are motivated to perform from the Inside-Out can they attain the highest levels of policy compliance, process adherence, and performance. The resulting potential for improvement and growth is simply staggering.
Ngage! didn't invent the science behind these Inside-Out principles and practices, and we're not the only company to successfully apply them in business. In fact, they're used everyday by "The Out-Performers," which include the fastest-growing, most-profitable, and best-loved companies in the world. [2]
What we have developed are easy to implement, step-by-step organizational leadership systems by which EVERY manager, in any type organization can achieve the same marked improvements & dramatic results.
At Ngage! we've helped develop effective Leadership teams time and again...in virtually every industry...through every type of business process...by simply creating Leadership teams that lead people from the inside.
Our Inside-Out Leadership Systems are GUARANTEED to produce measurable improvements in employee retention, productivity, service levels, process quality, and customer experience...o matter the process, product, or service.
--Napoleon Bonaparte. [Mr. Bonaparte rose quickly and fell sharply by relying too heavily on the one and neglecting the other...history tells how it turned out.]
There is perhaps no position within a company that has a greater potential impact, (either positive or negative),on the overall performance, and success of an organization than it's direct team-leaders, supervisors, and managers.
Years of extensive research clearly demonstrates that companies with a more ENGAGED workforce enjoy higher productivity, quality, cost-efficiency, customer satisfaction, brand loyalty, and growth than their competition. [1]
And...employee engagement levels are directly correlated to the quality and effectiveness of their direct manager's LEADERSHIP skills.
Developing effective people leadership that's capable of engaging employees and significantly improving performance can be difficult...in part, because most management roles have a dual nature...and two vastly different fundamental types of mental function and required behaviors.
1) They have to administer a process. This is a more mechanical function that's focused on external factors like process adherence, data management, metrics & measurements, and performance numbers and statistics...which are not all that difficult to teach through experience, and exposure to the process.
2) They have to be influential, effective LEADERS of people. To do this, they have to listen, communicate, develop, and motivate others on a much deeper, internal level...things can't be as easily taught through exposure and time.
Developing these two vastly different fundamental skill-sets in one single individual isn't easy. That's because the two functions, (process administration vs. people leadership), are performed by two very different parts of our brains.
At Ngage, we refer to this communication and motivational distinction as "Outside-In" Management vs. "Inside-Out" Leadership.
Most managers try to drive their people to perform from the Outside-In, by focusing on improving their process knowledge, on the metrics and numbers, and motivating them by pushing them towards quantitative goals to achieve external incentives or recognition, and/or avoid negative consequences.
While these methods can certainly effect some improvement and motivation, they don't appeal to the kinds of things that matter MOST to people...the things that a Leader must tap into to in order to produce a deeper motivation and foster the greatest sense of value/importance, and purpose that's required to produce and sustain significant improvement in process and performance.
More importantly, this Outside-In motivational approach inherently places greater pressure & stress on both individuals and the organization...which may actually undermine leadership and weaken relationships, and hinder performance, reduce process quality, diminish customer and prospect experience, and increase inconsistency and organizational instability.
It's a self-perpetuating cycle of stress and struggle...The answer is often to just double-down, and amp-up the Outside-In pressure until something pops...in the manager or the employee, and the organization is forced to begin again with new people, but with the same old outside-in motivational approach.
No one does anything WELL unless they want to do it. Leaders motivate people to do what they want them to do...by making them want to do it.
In comparison, the great organizations-the ones that achieve steady growth through consistently high performance and greater organizational stability-have learned the secret of leading people from the Inside-Out.
Only when people are motivated to perform from the Inside-Out can they attain the highest levels of policy compliance, process adherence, and performance. The resulting potential for improvement and growth is simply staggering.
Ngage! didn't invent the science behind these Inside-Out principles and practices, and we're not the only company to successfully apply them in business. In fact, they're used everyday by "The Out-Performers," which include the fastest-growing, most-profitable, and best-loved companies in the world. [2]
What we have developed are easy to implement, step-by-step organizational leadership systems by which EVERY manager, in any type organization can achieve the same marked improvements & dramatic results.
At Ngage! we've helped develop effective Leadership teams time and again...in virtually every industry...through every type of business process...by simply creating Leadership teams that lead people from the inside.
Our Inside-Out Leadership Systems are GUARANTEED to produce measurable improvements in employee retention, productivity, service levels, process quality, and customer experience...o matter the process, product, or service.
Why are our Outside-In Leadership Systems so effective at solving these fundamental issues that challenge virtually every organization?
Simple. Because they're constructed upon the modern neuro-science of how the human brain works to assign value, experience deeper internal motivation & purpose, and strengthen professional relationships & loyalties.
Based on this foundation, we customize and deliver a comprehensive, step-by-step, leadership process that's simply more effective at motivating people and driving desired behaviors.
Sound Nebulous or Complicated?
Its NOT. The science is complex, but the solutions are SIMPLE. Our step-by-step analysis & development processes provide easy to implement, common-sense solutions that RAPIDLY Produce MEASURABLE Results. Guaranteed.
Simple. Because they're constructed upon the modern neuro-science of how the human brain works to assign value, experience deeper internal motivation & purpose, and strengthen professional relationships & loyalties.
Based on this foundation, we customize and deliver a comprehensive, step-by-step, leadership process that's simply more effective at motivating people and driving desired behaviors.
Sound Nebulous or Complicated?
Its NOT. The science is complex, but the solutions are SIMPLE. Our step-by-step analysis & development processes provide easy to implement, common-sense solutions that RAPIDLY Produce MEASURABLE Results. Guaranteed.
Will your organization benefit from our Inside-Out Leadership Systems?
That's an easy one to answer. Just click on the link below to find out now.
That's an easy one to answer. Just click on the link below to find out now.