This week’s 3 postings distinguish engagement roles of the three layers that build a Culture of Engagement: Executives, Leaders, and Managers.

Every business has all three types of individual. Depending on business size, the proportions may differ, and certain individuals may fill two or all three roles.  Here are some truths:

1. One individual may wear more than one hat, at different times and for different reasons. (For example, an executive manages her executive assistant.)
2. Title and job description may determine in which category one fits. (For example, Chief Financial Officer confers executive status. Senior Sales Director suggests a leadership role.)
3. Regardless of title (or lack of), one may exercise executive, leadership and management functions at unique times, for unique reasons. (For example, when the Director of Operations – Northeast heads the design project for a new facility, he clearly holds executive, leader, and manager responsibilities.)

Engagement Functions of Executives (today), Leaders (Wednesday) and Managers (Thursday) are to help you design and construct your business’s Culture of Engagement.

None of it is terribly complex.

An Executive’s engagement is broad. The three main components with which an Executive engages are

• The Big Picture: vision, mission, strategic plan(s), and long-term goals.

• Varied stakeholders: Board, shareholders/principals, customers, suppliers, employees, and community.

• Terraced results: the linkage between production, operations, and profitability.

That list supports the fact that an Executive owns responsibility for defining the business culture. That means defining the values, professional standards, and performance behaviors that represent the company. In turn, the company represents those values, standards and behaviors to the marketplace.

The executive’s definition–and the clearer the better–is the source from which the culture is communicated to and throughout the organization. Knowing the culture enables anyone to know the fundamental expectations that propel the organization.

For a look at how we help Executive teams define/refine the culture to embrace Employee Engagement…read more.

• Share
• Tweet

Tags: business culture, Employee Engagement, Executive