The Velvet Revolution at Work: The Rise of Employee Engagement, the Fall of Command and Control. by John Smythe

What drives or delivers engaged people? Employers need to focus on creating the right conditions. Employers can't impose engagement: people need to choose to engage themselves. In The Velvet Revolution at Work, the follow-up to his best-selling The CEO: Chief Engagement Officer, John Smythe explains that the essential ingredient of the right conditions is a culture of distributed leadership which enables people at work to liberate their creativity to deliver surprisingly good results for their institution and themselves. Using models, examples and anecdotes from his client research he goes on to demonstrate exactly how to design an engagement process; one that is integrated with your business strategy and that is sustainable. MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict MuPDF error: syntax error: invalid key in dict Cover 1 Half Title 2 Title Page 4 Copyright Page 5 Contents 6 List of Figures 8 List of Tables 12 About the Author 14 Foreword 16 Acknowledgements 18 Introduction 20 PART I: WHAT IS THE VELVET REVOLUTION AT WORK? 24 1 The Velvet Revolution at Work – Why Now? 26 2 Defining Employee Engagement 34 3 Introducing the Primary Levers and Supporting Enablers of Engagement 60 PART II: STRATEGY THROUGH PEOPLE: DELIVERING STRATEGY AND CHANGE THROUGH PARTICIPATIVE INTERVENTIONS THAT ENGAGE THE RIGHT PEOPLE 72 4 Getting Started and Negotiating Business Outcomes 76 5 Your Default Approach to Engagement: Enabler or Disabler? 90 6 Negotiating Who Should Be Engaged: The Power of the Peach 104 7 Designing and Running Engagement Interventions That Deliver Fast Commercial and Cultural Results 120 8 Sustaining the Benefits of an Engagement Intervention 150 9 Creative Dynamics that Liberate Breakthrough Ideas 166 PART III: BEYOND THE INTERVENTION: THE ENGAGED ORGANIZATION 186 10 The Evidence 190 11 Helping Leaders at Every Level Engage their People – Capability 216 12 Brand Needs Engaged Employees to Deliver the Customer Promise 234 13 The Impact of Employee Engagement on Internal Communication 246 14 Digital Technology Needs the Right Culture to be an Enabler of Engagement 262 15 Objections to Employee Engagement 280 16 Epilogue: Employee Engagement – Social Movement or Fleeting Fad? 286 References 294 Index 296

What drives or delivers engaged people? Employers need to focus on creating the right conditions. Employers can't impose engagement: people need to choose to engage themselves. In The Velvet Revolution at Work, the follow-up to his best-selling The CEO: Chief Engagement Officer, John Smythe explains that the essential ingredient of the right conditions is a culture of distributed leadership which enables people at work to liberate their creativity to deliver surprisingly good results for their institution and themselves.

Using models, examples and anecdotes from his client research he goes on to demonstrate exactly how to design an engagement process