Using Organizational Psychology to Measure Employee Engagement, Prevent Burnout and Build High Performing Teams with Michelle Alexandrowicz (CEO @ Engage)
Episode Summary
(Episode summaries are AI generated)
Introduction
Welcome to another installment of Workplace Therapy, where we delve into the realm of toxic workplace experiences and explore how organizations, leaders, and individuals can chart a different path. In today's session, we are honored to have Michelle Alexandrowicz, the CEO of Engage, a consulting firm dedicated to helping organizations develop a talent strategy that aligns with their business goals. Michelle brings a unique set of skills, techniques, and perspectives to her work, combining her background in organizational psychology with data-driven decision-making. In this article, we will explore Michelle's educational and professional journey, the importance of leveraging an understanding of psychological concepts in change management, and the challenges of bridging the gap between academia and practical application.
Michelle Alexandrowicz: Bridging the Gap between Psychology and the Workplace
Michelle Alexandrowicz’s career path began in psychology, where she worked as a therapist and clinical psychologist. During her time in the nonprofit sector, Michelle experienced firsthand the challenges of managing conflict and leading teams through change. It was through these experiences that she recognized the value of her therapy skills in change management situations. Intrigued by the impact of her work, Michelle delved deeper, seeking ways to measure the effectiveness of programs and their impact on people's lives.
From Therapy to Organizational Psychology
Michelle's pursuit of measuring success led her to pursue further education in clinical psychology and evaluation. However, she encountered a roadblock when she realized that the clinical path did not allow her to apply her learnings to the workplace. Undeterred, Michelle made a pivotal decision to switch gears and explore the field of organizational psychology. She obtained a degree in positive organizational psychology and evaluation, equipping herself with the tools to measure and evaluate people and programs. Her goal was to merge the worlds of psychology and the workplace, creating better lives for individuals and improved organizational outcomes.
The Psychological Impact of Change Management
Change management is a critical aspect of organizational success, yet many organizations struggle to navigate it effectively. Michelle's perspective aligns with Scott Arrieta and Skylar Lewandowski's observations on the psychological impact of change. Organizations often overlook the emotional dimension of change, leading to suboptimal outcomes. By acknowledging and addressing the psychological aspects of change, organizations can navigate transitions more effectively and support their employees throughout the process.
The Resistance to Integrating Psychology into Business
Both academia and organizations face challenges when it comes to embracing psychology in the workplace. Academia often focuses on theory without providing practical application, leaving organizational leaders questioning how to translate these theories into actionable strategies. On the other hand, organizations tend to prioritize quantitative, data-driven approaches and struggle to integrate the more nuanced aspects of human behavior into their decision-making processes.
The Need for Application and Measurement
While progress has been made in organizations' openness to psychological insights, there remains a significant gap between academia and business. Bridging this gap requires a focus on application and measurement. The challenge lies in translating theory into actionable strategies that can be implemented in real-world settings. Michelle emphasizes the importance of finding ways to apply psychological principles effectively, considering the unique contexts and individuals involved. By combining theoretical knowledge with practical application, organizations can unlock the true potential of their people and drive better business outcomes.
Embracing Data-Driven Decision-Making
One of the key strengths Michelle brings to Engage is her emphasis on data-driven decision-making. She understands the allure of quantifiable metrics in the business world and recognizes that organizations often rely on one-dimensional formulas and numerical analysis. By integrating her background in organizational psychology with data-driven approaches, Michelle provides a holistic perspective that bridges the gap between theory and execution. This integration allows decision-makers to make more informed choices while considering the less quantifiable aspects of human behavior.
The main types of engagements that Michelle and Engage undertake are centered around helping organizations develop a talent strategy that aligns with their business goals. They assist in making data-driven decisions about how talent impacts the overall business strategy. By leveraging Michelle's expertise in organizational psychology and evaluation, Engage offers a range of services, including:
Talent Strategy Development: Engage helps organizations identify and attract top talent, aligning recruitment and selection processes with business objectives. They assist in creating comprehensive talent management strategies that focus on employee development, retention, and succession planning.
Change Management and Transformation: Engage supports organizations in navigating change effectively by considering the psychological impact on employees. They provide strategies to minimize resistance, enhance communication, and foster resilience during times of organizational change.
Employee Engagement and Well-being: Engage recognizes the significance of employee engagement and well-being in driving business performance. They conduct surveys and assessments to measure engagement levels and identify areas for improvement. By implementing evidence-based interventions, they help organizations create a positive and supportive work environment.
Leadership Development: Engage offers programs and workshops to develop leadership skills and competencies at all levels of an organization. They provide insights into effective leadership styles, communication techniques, and team management strategies, helping leaders inspire and motivate their teams.
Performance Management and Evaluation: Engage assists organizations in designing performance management systems that align individual and team goals with organizational objectives. They help develop performance metrics, conduct evaluations, and provide feedback mechanisms to drive continuous improvement.
Through their comprehensive approach and emphasis on data-driven decision-making, Engage enables organizations to maximize the potential of their people and achieve best-in-class business performance.
The Power of Quantification and Data-Driven Solutions in Addressing Burnout
Introduction
In today's fast-paced and demanding work environment, burnout has become a significant concern. Many organizations struggle to understand and address burnout effectively, often viewing it as a cost or expense rather than an investment in their people. In this article, we will explore how quantification and data-driven solutions can revolutionize the way organizations approach burnout. By breaking down the different facets of burnout and quantifying its impact, we can shift the narrative from a cost center mentality to one of long-term investment in employees' well-being and productivity.
The Addiction to Results and its Sacrifice
When organizations focus solely on revenue, profit margins, and efficiency, they often overlook the importance of innovation and creativity. This tunnel vision towards tangible results can stifle employee engagement and hinder long-term success. While results are important, fixating on them at the expense of employee well-being and satisfaction can lead to burnout and decreased productivity.
Redefining Engagement Surveys: Moving Beyond Descriptive Statistics
Traditional engagement surveys provide a snapshot of average engagement rates but fail to delve deeper into the underlying behaviors and their impact. Michelle Alexandrowicz, through her work at Engage, developed a more predictive approach to engagement surveys. By breaking the scale into three parts—behaviors, engagement and burnout, and long-term impacts—she uncovers the direct contributions of specific behaviors to engagement and burnout levels. This approach allows organizations to gain a more nuanced understanding of their employees' experiences and tailor targeted interventions accordingly.
The Complexity of Burnout: Beyond Exhaustion
Burnout is a multifaceted phenomenon that goes beyond mere exhaustion. Michelle Alexandrowicz’s research highlights three key components of burnout:
Emotional or Physical Exhaustion: Burnout surpasses the exhaustion experienced after a long and challenging day. It manifests as a profound and persistent exhaustion, even in tasks that were once manageable and fulfilling.
Productivity Decline: The second stage of burnout, often referred to as the \"zombie phase,\" is characterized by a significant decrease in productivity. Individuals may struggle to perform tasks that were previously routine, leading to a decline in overall work output.
Cynicism and Emotional Callousness: The final stage of burnout is marked by a sense of emotional detachment and cynicism. Individuals may question the significance of their work, lose passion, and experience a diminished sense of belonging and ownership.
Challenging the Engagement-Burnout Dichotomy
Traditionally, engagement and burnout have been viewed as opposite ends of a spectrum. However, Michelle's research highlights that certain populations, such as graduate students, teachers, and healthcare professionals, can experience both high levels of engagement and burnout simultaneously. This challenges the simplistic notion of engagement and burnout as strictly opposing forces.
The Importance of Investment in People
The business world often struggles to view investments in people as assets rather than expenses. Organizations tend to prioritize tangible assets, such as properties or acquisitions, over investing in their employees' development and well-being. By shifting the perspective and recognizing the long-term benefits of investing in people, organizations can secure their workforce, foster productivity, and create a positive work culture.
Language and Understanding: Overcoming Misconceptions
One of the barriers to addressing burnout effectively is the language used to describe it. The term \"burnout\" often fails to capture the complexity and impact of the phenomenon. Michelle's work emphasizes the need to break down burnout into its constituent parts and quantify its effects. By doing so, organizations can gain a more comprehensive understanding of the costs associated with burnout and develop targeted strategies to mitigate its negative consequences.
From Cost Center to Investment: Transforming Organizational MindMindset
Shifting the organizational mindset from viewing burnout as a cost center to recognizing it as an investment is crucial. Executives often perceive investing in people as an expense that negatively impacts financial metrics. However, by reframing the narrative and understanding the long-term benefits, organizations can create a culture that values employee well-being and recognizes the impact on productivity, engagement, and overall business success.
Overcoming Misconceptions through Quantification
The power of quantification lies in dispelling misconceptions and providing concrete evidence of the impact of burnout on organizational performance. By breaking down burnout into measurable components and analyzing its correlations with engagement, productivity, and collective identity, organizations can gain a deeper understanding of the costs associated with burnout and the potential benefits of investing in employee well-being.
The Role of Language and Communication
Clear and effective communication plays a vital role in addressing burnout. It is essential to develop a shared language and understanding of burnout within the organization. By articulating the different stages and facets of burnout, leaders can engage in meaningful discussions with their teams, provide necessary support, and design interventions that address specific challenges.
Beyond Transactional Thinking
Just as organizations have transcended transactional customer support and embraced customer experience, they must also move beyond transactional thinking when it comes to their employees. Recognizing the intrinsic value of employees as valuable assets and investing in their well-being fosters a positive work environment, improves productivity, and enhances long-term organizational performance.
Embracing Data-Driven Solutions
Quantification and data-driven solutions provide the foundation for effective burnout management. By utilizing engagement surveys, statistical analysis, and regression models, organizations can identify the behaviors and factors that contribute to burnout and engagement. This data-driven approach enables leaders to implement targeted interventions, create personalized development plans, and foster a supportive and thriving work environment.
Conclusion
Addressing burnout requires a paradigm shift in how organizations perceive and approach the well-being of their employees. By embracing quantification, data-driven solutions, and effective communication, organizations can transform burnout from a mere cost center into an investment in their people. The integration of language, understanding, and actionable insights allows organizations to proactively mitigate burnout, enhance employee engagement, and drive sustainable business success.
23:47 - 35:30
The Importance of Equipping Leaders for Success
Introduction
In today's fast-paced and ever-changing business landscape, organizations must prioritize the development and equipping of their leaders. Effective leadership goes beyond technical skills and requires a deep understanding of human behavior, effective communication, and the ability to navigate complex challenges such as burnout and organizational change. In this article, we will explore the common pitfalls organizations face in their talent strategies and the importance of investing in leadership development.
The Need for Experimentation and Front-Loading
One of the significant issues organizations encounter is the lack of willingness to experiment and front-load their efforts. Preparation and early investment in leadership development and people management are crucial to avoiding potential problems down the line. By proactively equipping leaders with the necessary tools and skills, organizations can better navigate challenges and foster a positive work environment.
Recognizing the Value of Soft Skills
While organizations readily invest in tools and technologies for technical skills, there is often a gap in recognizing the importance of soft skills, especially in leadership roles. Many managers are promoted based on their technical expertise without being adequately prepared for the complexities of people management. Investing in the development of leaders' interpersonal skills, emotional intelligence, and communication abilities is essential for effective leadership.
Language and Communication: Breaking Down Complex Concepts
Clear and effective communication is key to addressing challenges such as burnout and organizational change. Leaders must develop a shared language and understanding within the organization. By breaking down complex concepts like burnout into measurable metrics and articulating their impact on productivity and engagement, leaders can foster meaningful discussions, provide support, and design targeted interventions.
The Role of Self-Work in Leadership
Leadership requires self-awareness and an understanding of one's own triggers and responses. By engaging in self-work, leaders can identify their strengths, weaknesses, and areas for growth. This self-reflection enables them to better understand their team members, tailor their leadership style, and create a positive and supportive work environment. Leaders who invest in their own personal growth are better equipped to guide their teams through challenging times.
Leading Through Change: Understanding Different Personas
During times of organizational change, leaders must recognize and adapt to the diverse responses of their team members. Different personas may react differently to change, and understanding their unique characteristics is essential. Tools such as DISC or predictive index assessments can provide valuable insights into how individuals respond to risk and change. By leveraging these tools, leaders can tailor their communication and support strategies to address the needs of different team members effectively.
Navigating Organizational Change: Leaders' Impact on Emotions
When leading through change, leaders have a significant impact on how their team members feel and perceive the situation. It is crucial for leaders to be self-aware of their own emotional responses and how they manifest in their interactions with others. By understanding their emotional impact, leaders can create a supportive and empathetic environment that helps alleviate fears and anxieties associated with change.
Conclusion
Investing in leadership development and equipping leaders with the necessary tools and skills is crucial for organizational success. By prioritizing soft skills, promoting effective communication, encouraging self-work, and understanding diverse responses to change, organizations can foster a positive and resilient work culture. Effective leaders who navigate challenges with empathy, adaptability, and strong interpersonal skills can drive their teams towards success in an ever-evolving business landscape.
35:32 - 47:06
The Power of Community and Equipping Leaders: Lessons for Success
Introduction
In today's rapidly changing business landscape, the role of leaders and the importance of community have become increasingly evident. In this article, we explore the complex dynamics of leadership, the impact of personal experiences on conflict resolution, the value of collective effort, and the need for leaders to embrace their role in fostering effective teams.
Responding to Conflict: Personal Experiences and Trauma
When faced with challenging situations or conflicts, individuals often respond based on their past experiences and personal traumas. These responses vary, and different individuals may react in distinct ways. Understanding one's own triggers and responses is crucial for leaders to navigate conflicts effectively. By reflecting on past pain points and growth experiences, leaders can better comprehend their reactions and develop strategies for managing conflicts in a productive and empathetic manner.
The Value of Collective Effort: Building Strong Teams
Humanity has a remarkable ability to create communities and work together towards common objectives. While individual contributions are important, the collective effort of a team is often greater than the sum of its parts. Leaders must recognize the power of a team and embrace the role they play in harnessing that power. By valuing and empowering the collective whole, leaders can create an environment where individuals thrive, collaborate, and contribute to the organization's success.
Transitioning to Leadership: Overcoming the Burden
As individuals transition into leadership roles, there is often a tendency to shoulder the burden of responsibility entirely. However, effective leadership is not about shouldering all the work but rather understanding the power of the team. Leaders need to recognize that their role is to guide and harness the collective strength of the team. This transition requires a shift in mindset, acknowledging that success comes from collaborative efforts rather than individual contributions.
The Challenge of Balancing Individualism and Community
In societies like the United States, there is a strong emphasis on individualism and the celebration of personal achievements. However, this focus on the individual can sometimes overshadow the value of community and collective effort. It is essential for leaders to challenge this perspective and recognize that true success comes from fostering a sense of community and collaboration within the organization. By aligning individual goals with the collective objectives, leaders can create a harmonious and productive work environment.
The Importance of Equipping Leaders for Success
To effectively lead and inspire teams, leaders must be equipped with the necessary tools and skills. This includes both technical and soft skills. Investing in leadership development is vital for leaders to navigate challenges, communicate effectively, and build strong relationships within their teams. By honing their interpersonal skills, emotional intelligence, and communication abilities, leaders can create a positive and empowering work culture.
Embracing the Power of Language and Communication
Clear and effective communication is key to resolving conflicts, managing change, and fostering collaboration. Leaders must develop a shared language within their teams and articulate complex concepts in a way that is easily understandable. By breaking down barriers and facilitating open and honest conversations, leaders can promote understanding, empathy, and engagement among team members.
Conclusion
Leadership is a complex and ever-evolving journey that requires self-awareness, empathy, and a deep understanding of the power of community. By acknowledging the impact of personal experiences on conflict resolution, embracing the value of collective effort, and equipping leaders with the necessary tools and skills, organizations can foster a culture of collaboration, resilience, and success. Effective leaders recognize that their role is not just to lead but to empower their teams and inspire them to achieve greatness together.
47:08 - 58:13
The Power of Connection and Personal Growth: Nurturing Effective Teams
Introduction
In today's fast-paced and interconnected world, the role of teams and the power of personal growth have become increasingly vital in the workplace. In this article, we delve into the importance of effective communication, the impact of personal experiences on mental health, the value of challenging perspectives, and the mission of fostering strong teams.
Embracing Communication and Understanding
Clear and effective communication is essential in all aspects of life, especially in the workplace. By embracing open dialogue and actively listening to others, we can foster better understanding, empathy, and collaboration within teams. Creating an environment where individuals feel heard and valued leads to stronger connections and more efficient teamwork.
Investing in Mental Health and Personal Growth
Mental health plays a significant role in our overall well-being, both personally and professionally. Investing in our mental health and personal growth is crucial for navigating challenges and building resilience. By seeking therapy, counseling, or engaging in self-reflection, we gain a deeper understanding of ourselves, our cognitive biases, and our unique perspectives. This self-awareness allows us to navigate relationships, conflicts, and leadership roles with greater insight and empathy.
Challenging Perspectives and Expanding Horizons
To foster personal growth and enhance our understanding of the world, we must challenge our perspectives. Engaging with literature, art, and diverse viewpoints broadens our horizons and helps us see beyond our own experiences. By exploring new ideas, we can develop a more comprehensive and empathetic understanding of the human experience. It is through this process of expanding our perspectives that we cultivate personal growth and become better leaders and team members.
The Power of Strong Teams: Collaboration and Joy
Building strong teams is essential for achieving success and making a positive impact in the world. Effective teams thrive on collaboration, where individuals contribute their unique strengths and experiences towards a common goal. By fostering a sense of connection, trust, and respect within teams, leaders can harness the collective power and create an environment where creativity flourishes. Additionally, infusing joy and fun into the work environment enhances employee engagement, satisfaction, and overall well-being.
Conclusion
In today's interconnected world, the power of connection, personal growth, and effective teams cannot be understated. By embracing open communication, investing in mental health and personal growth, challenging our perspectives, and fostering collaboration and joy within teams, we can create workplaces that thrive on creativity, resilience, and success. As we continue to navigate the complexities of the modern workplace, let us prioritize the cultivation of strong teams and the personal growth of each team member.