I am at Delhi airport. Its 2:45 am
10:15 pm in Italy
My week-long trip has ended
In comparison to US & Kazakhstan, Turkey and Georgia trips, this was very short
As usual, this was a different trip
Many of you who follow me on Instagram
must be knowing how this trip happened
Alitalia invited me on their direct flight between Delhi and Rome
I also happily accepted the offer
They offered me Business class while coming back
Thanks to Alitalia who made this trip possible
but before that
Thanks to all of you
because of whom I got this trip
Alitalia invited me because of you
So a big thanks to all of you
then thanks to Alitalia
now let me show you the glimpse of the series
actually even before starting of this trip
there were news of torrential rains in Italy
it badly affected many areas of Italy
Venice was flooded
many tourists were trapped
Many regions said that the situation was alarming like emergency!
so I couldn't visit the famous tourist attractions like...
I visited another place
I read about it in a in-flight magazine
so don't forget to go through such magazines
you may get some new travel ideas
I visited Alberobello
There is something special about this place
You will see it in the series
Stayed for 2 days in Rome
visited Vatican city, another country
so you can say, I visited 2 countries during this trip
Vatican city is the world's smallest country
lies in Italy
wait for the series to know more about it
I visited Colosseum
one of the 7 wonders of the world
I prepared expenditure report during the 7 hour long return flight
it takes more time while going to Rome
probably 8 hours
takes 7 hours while coming back to Delhi
this variation is because of Earth's rotation
So in total, I spent 23,000 Rs
This doesn't include Air Tickets
as Alitalia invited me for the flight
23,000 is bit higher than what I spend on other trips
as I do budget travelling
This time I enjoyed luxury
like my Egypt trip
I also paid 4,000 Rs for a night stay in a hotel
though for a different reason
wait for the videos
23000 Rs is equivalent to 280 Euros
Euro is the currency valid all over Europe
Rome is the part of European Union, so Euro is accepted
There are still a few countries in Europe which still have their own currency
I spent 280 Euros for travel, accommodation and food
I paid 74 Euros for travelling
I travelled in luxury buses
travelled in local trams in Rome
used public transport
so this time I didn't hitchhiked
now let me tell you about expenses on food
I ate pizzas, pastas, icecreams, etc...
i bought raw food from supermarkets..
prepared them in my hostel
wait for the videos
paid 45 Euros for food
Out of 23,000 rs, I spent 10,000 on food and travel
rest 13,000 rs were spent on stay
1st night was in a hotel in Rome
next 2 nights in Alberobello
that place is popular for a reason
for that reason I stayed at a special place
though it was expensive but totally different experience
I took separate rooms in hotel
paid 138 Euros for that
Spent 23 Euro for stay in hostel
almost 1900 RS
So this was the total expenditure report
You will like this series, if you are not adventurous
if you prefer direct flights over layovers
I will tell you how you reach Rome
how to travel from the airport to the city
where to stay in Rome?
how much to pay for a stay
where can you travel in Rome?
how to travel in Rome?
which are the low cost airlines in Italy?
How expensive are trains or buses !
how is the journey in buses!
all this ... coming up in this series
i hope you will like the videos
youll love the short series on Italy
For more infomation >> 7 days in Italy for 23,000 Rs | Alitalia - Business Class - Duration: 9:47.-------------------------------------------
Vallejo Officer Investigated for Rough Arrest of Man Recording Traffic Stop - Duration: 2:32.
For more infomation >> Vallejo Officer Investigated for Rough Arrest of Man Recording Traffic Stop - Duration: 2:32. -------------------------------------------
Part 2: How to Make the Business Case for Engagement? - Duration: 10:48.
In Part 1 of this video
we looked at the 10 Key Conditions
that organisations who
have successfully achieved sustainably
higher levels of employee engagement
have managed to get in place for their people.
If you too would like to start building your case
for making those changes and
investing in developing Employee Engagement
in your organisation,
to produce a more effective,
fulfilling and profitable operation.
Lets look at a simple
framework approach that can help get you started.
Before we start,
if you need to, Please take a look at Part 1 of this video
and make a copy of the 10 Key conditions
that you will find in the description.
This simple framework approach
will help to you think through
firstly, what are the current conditions
in your organisations your "is" state,
Secondly, what action steps you could take
that could change those conditions
and thirdly, what the bottom line, cost benefit
of those changes might be
that would i justify the effort.
So, as a first step,
get together with your team
and for each of the 10 Key Conditions
do a little brain storming
and make a list
of how people are currently experiencing
their work environment.
Then, as a next step
against each item on your list
write down specific actions
that if taken would allow your people
to experience that Condition as positively as possible.
Lets take a look at what those first two steps might look like:
for example: for our first Key Condition, No. 1 which is,
about how work fulfils our need for meaning and purpose
It might be that after careful reflection and discussion
your is state list might include that:
Firstly, people don't see much connection
between their own work
and the value that is being produced for customers.
Secondly, not much emphasis is put on
recognising the value of individuals work.
Thirdly, managers don't seem to think
people's personal feelings about
the meaning and purpose of their work are relevant.
Fourthly, linkage of the individual's work
and the broader organisational effort
typically only comes up when something breaks
and individuals receive negative feedback and frustrations.
...and so forth.
Work through all of the 10 Key Conditions in this way,
trying to really flesh out as far as possible
what conditions currently exist
that might get in the way of
people having a completely
positive experience of each item.
If you are find this more challenging
than you thought it would be,
bringing in a trained facilitator
to help keep the brainstorming process on track
can be very helpful
Anyway, once you are happy that
your list is as complete as possible,
the next step is to think about specific actions
that would positively change each item on your list.
You might, for example come up with that:
all supervisors could be actioned to have
daily or weekly performance boosting
personal conversation with everyone on their team
to give positive feedback and acknowledge them
for how their work contributes to the wider effort.
This might lead to the idea that
managers and team leads need to be performance managed
by their supervisors to ensure
that they are doing this consistently.
HR could ensure that more
emphasis is put on identifying
individual's sense of personal values and purpose
during the hiring process
to ensure a better fit with each job role.
Training could be given to all managers and team leads
on how to develop emotional intelligence skills
and provide affirmative feedback
and deal with performance failures
in a positive and supportive manner.
You might want to add that
Induction training needs to highlight
the value that the organisation delivers to customers
and how the contribution of individuals
performing different job functions
can make all the difference.
And so on and so forth,
I'm sure you can come up with many more ideas,
once your creative juices are flowing
The important thing is
try to capture as much detail as possible.
So, armed with these two lists
your current is state and your action list.
You now need to add a third column
And think through how to best implement
each action item in your organisation.
Is it a change in process, technology,
quality control or behaviour.
Think through what the costs
of implementing these changes might be.
Much can achieved
without spending any money at all.
Although you will need to think through what hidden costs
your proposed changes might have.
For example, on increased workloads for supervisors
if they were to spend more time
in engagement boosting activities
with their team members.
What are the implications
for their current workload demands?
What are the implications for
HR, training, tech support functions
and the recruitment, staffing
and performance management processes?
Once you have answers to all of these questions
for each item on your Action List
for all of the 10 Key Conditions
you will have all the raw material
necessary to start building your business case.
A road map of specific and costable actions
to get you from your current situation
to one where the conditions for high engagement
have been built into
the core dna fabric or your organisation.
All you then need to do
to finish building your business case
is to project what you think
the impact of improved employee engagement would be
to your key business performance metrics.
You need to be able to project
what a fully engaged workforce would do
to your revenue, margin, growth,
customer satisfaction and loyalty numbers.
How would it affect your staffing costs?
What impact would it have on
recruitment, retention and the
financial and operational costs of staff turnover?
Adding into your case projections
of the bottom line impact
of investing in this change effort
will give you the answers to
my questions at the beginning of Part 1 of this video
what kind of return on investment could you expect
or alternatively, what would the cost of doing nothing be?
You may have noticed that so far,
I haven't mentioned the popular approach
of surveying employees
to assess and analyse engagement levels.
Now while, I do believe a lot of value can be derived
from having systems in place
that monitor engagement levels over time,
especially for larger more complex organisations,
just like for a doctor
taking the patients temperature and blood pressure
does not create the cure.
Being able to collect and analyse engagement data
while it might be interesting and informative,
in itself does not necessarily do anything
to shift the culture and behaviours
throughout the organisation
to actually create higher engagement.
And if senior leaders need to rely on survey data
to tell them what the state of engagement and
disengagement is throughout their organisation,
by definition they may be too far out of touch
with the day to day realities of their people
and would probably find it valuable
to reconnect with the simple leadership discipline of
MBWA management by wandering around,
getting out of their c-suite offices
and regularly talking to their front line workers
about what they find challenging and rewarding with their work,
can be a really enlightening experience for many senior executives.
Clearly this short video can only scratch the surface
of what is a big and complex subject
and there is a lot more that we need to talk about,
but I will be drilling into many of the aspects
of the process of developing employee engagement
in upcoming videos.
So, make sure you subscribe
to keep up with my videos
as I manage to get them posted.
My name is Nick Musgrave,
I specialize in helping individuals and organisations
achieve their best potential.
In this series of short bite-size videos
I am exploring how you can deepen your understanding
of the links between Neuroscience, Emotional intelligence,
Leadership and Engagement.
and discuss the many practical ways
that can help you move up to the next level
both personally and as the leader of others,
wherever you might currently be on the Engagement scale.
I hope that this quick skim over the 10 Key Conditions
that need to be in place to promote engagement
and my simple framework
to help get you started building your own business case
has been of some value to you.
To make sure what I am giving you
is relevant to your own learning needs,
please leave me a comment
I'd love to know what you feel,
or if you have any particular challenges
or success stories with leadership and
employee engagement in your organisation,
that you would like to share with me.
Thank you for staying with me to the end of this video.
Don't forget if you like it give it a like.
And I would love you to click the subscribe button
and join me on this journey of discovery,
and check out the next video
in the Leadership for Engagement series
for more practical tips on how to
boost engagement for yourself and the teams you lead.
-------------------------------------------
VIDEO: Your help needed to find a man wanted for questioning in homicide - Duration: 0:24.
For more infomation >> VIDEO: Your help needed to find a man wanted for questioning in homicide - Duration: 0:24. -------------------------------------------
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For more infomation >> Job Alert for 01-31-19 - Duration: 1:34. -------------------------------------------
white vhs // ADJUST THE VCR TRACKING FOR THE CLEAREST PICTURE - Duration: 32:45.
Only time will tell
How this story ends
I still care about you, yet I'm
All alone again
We'll find our way, my dear
All alone again
We'll find our way, my dear
You're lookin' for something
you can't find - not here
All you feel is nothing
love is blind - not clear
I know we fell to pieces, I know you tried so hard
but we will find our way, find our way through these broken hearts
I know we fell to pieces, I know you tried so hard
but we will find our way find our way through these broken hearts
Through these broken hearts
Through these broken hearts
All alone again
We'll find our way, my dear
All alone again
You know we'll find our way
I sit and wonder if we could have been more than just friends
You stood me up and let me down and had me hung out again
I wonder if you still know
how I feel, just how I feel
I really should have known
that this would be the reality
(How am I supposed to move on when you have my heart?)
(How can I move on when you already have my heart?)
(How am I supposed to move on when you have my heart?)
(How can I move on when you already-) I wonder if you still know
how I feel, just how I feel
I really should have known
that this would be the reality
I wonder if you still know
how I feel, just how I feel
I really should have known
that this would be the reality
(How am I supposed to move on when you have my heart?) You have my heart
(How can I move on when you already have my heart?) You have my heart
(How am I supposed to move on when you have my heart?) You have my heart
(How can I move on when you already have my heart?) You have my heart
"I wanted to remind you that we have video cassette players for rent"
No more chasing lies, let's waste some time
I wanna vibe with you
and I've got all my life to make you mine, to make you smile, yeah
so that's what I'm gonna do
so please adjust the tracking on the VCR
watch a couple tapes then maybe play guitar
I just wanna kick it
and baby, if you're down for it, we can just clown a bit, don't have to give a shit - no
I just wanna kick it
Just wanna ride and kick it with you
I know it's been so long since love this strong has felt so wrong
but now it just feels so right
and all those empty words affirm that hurt
I've come to terms that you're not the one I want
so please adjust the tracking on the VCR
watch a couple tapes then maybe play guitar
I just wanna kick it
and if you're feeling down for it, we can just clown a bit
don't have to give a shit - no
I just wanna kick it
Just wanna ride and kick it with you
I wish I could find the words to say
Every time I try they drift away
and I notice when you
aren't around. It breaks my heart
Maybe we could try again, babe
but then again, this may have worked out in the end
I wonder if she'll notice me
I think about her constantly
I wish I could find the words to say
'cause every time I try they drift away
I'm still in love with you
but do you love me too?
I'm so in love with you
but do you love me too?
Did you want to be alone?
'cause you can if you wanted to
I'm still in love with you
but do you love me too?
I'm so in love with you
but do you love me too?
I'm so in love with you
but do you love me too?
Didn't think you'd be the one to do me like this
Took my trust and just ripped it up into pieces
All my love you took for granted left me feelin'
like I thought that we could be
everything you ever wanted
and now that it's done I'm still haunted
I might move on but it will be long from now
'cause I thought that we would be
more than just a simple thing
You got me hung up on that feeling
The thought of you was so appealing
'cause I thought that we'd still be
And though I know that it will never be the same, I'll try
and even though I know that there will be a change, I'll try
and every time the thought of you passes through, I cry
Shape-shifting memories in my mind
(I hope we'll be okay, I think we'll be alright)
(I know we'll be okay, I think we'll be just fine)
(I hope we'll be okay, I think we'll be alright)
(I hope we'll be okay, but I think we'll be just fine)
But did you really have to go and do that now? Why?
After everything we've been through you just leave me to die
I thought that I could be strong enough for the both of us
but I guess not
Every thing has it's own purpose in life
Now what is there to find?
Won't somebody come and be
this little lover boy's girl?
Sit and talk about the things
in little lover girl's world
I know that I'll never be
what I want you to see in me
I know that I'll never be
what I want you to see in me
Watch the night as it fades away
Wonder what yer doin'
Morning comes and the sky is filled with grey
it's got me feelin' blue and
I know that I'll never be
what I want you to see in me
I know it's not meant to be
Did you know what you meant to me, my dear?
Thank you so much for listening! <3 I appreciate you all - white vhs
-------------------------------------------
Police looking for fourth suspect in connection game machine burglaries - Duration: 1:17.
For more infomation >> Police looking for fourth suspect in connection game machine burglaries - Duration: 1:17. -------------------------------------------
Indianapolis Public Schools approves raises up to 22 percent for employees - Duration: 0:33.
For more infomation >> Indianapolis Public Schools approves raises up to 22 percent for employees - Duration: 0:33. -------------------------------------------
Part 1: How to Make the Business Case for Employee Engagement? - Duration: 9:03.
Thank you for joining me
Because you are here
I imagine you're curious to know more about
how to make the business case
for investing in increasing employee engagement
for your team or organisation.
Perhaps you are wondering what conditions really make the difference
to producing sustainable employee engagement?
Would you like to know
whether the bottom line benefits
of investing in this change initiative
for your organisation are really worth it?
What could the level of return on investment be?
How much worse off you will be if you do nothing?
Now, I really appreciate
your desire to develop your understanding,
and while I can't talk to the details of your unique situation
I will try to give you a simple approach
to help you find the answers that you are looking for.
I have split the video into 2 parts
In this first one I will be sharing with you
the 10 Key Conditions necessary
for sustainable employee engagement to flourish.
Then in Part 2 we will be looking at
how to use a simple framework
built on these 10 Key conditions
to put together the business case
for investing in developing employee engagement
for your team or organisation.
Please leave me a comment
or send me an email
if you would like me to help you think about
your own unique situation
I would be happy to do what I can
to help you get moving in the right direction.
So, let's get started
Firstly, what is Employee Engagement?
Well, Employee Engagement is a state of
heightened emotional commitment and energy
we give to and get from our work.
It comes about through
our emotional relationship with
the value of what we do,
who we do it with and who we do it for.
Actively Engaged employees are
more productive, innovative and fulfilled
And they are much less likely
to want to look for work elsewhere
which has a big benefit on reducing
the costs and risks associated with staff turnover.
Please check out my video "What is Employee Engagement"
if you would like to refresh your understanding
of what this is all about.
Now, it is amazing that the business benefits
of having a fully engaged workforce
have been thoroughly researched
and validated since the 1990s
However, just do a Google search for "employee engagement"
and you'll find thousands of
blogs, articles and research reports
broadcasting the persistently high percentage
of employees that are either disengaged or not actively engaged,
and that the price tag
to businesses and the wider economy of this lack of engagement
runs into hundreds of billions of dollars.
Nonetheless it is true
that more and more forward thinking companies,
fighting for their competitive edge
are successfully pushing the envelope
by creating big shifts in how they operate,
including major re-engineering in the nature
of their relationship with their workforce.
Now, I'm not going to regurgitate right now,
all the stats that you can readily find online
from Gallup, Towers Watson and many research experts,
but if you would like to dig into the data a little deeper,
I've given you some links
In the description below to a few useful sources.
Instead, what I would like to do
is give you some simple steps
to help you think about
how to build a business case for investing in
Employee Engagement for your organisation.
To do this you need to have a clear picture
of what changes you would need to make to:
recruitment, work processes, your workplace environment,
leadership behaviour, management practices, support processes and technology
to be able to deliver the right conditions
in which engagement is most likely to flourish.
To help build that picture,
think about your own personal experience.
Engagement is not a permanent condition.
It is very dependent on
your own mental, emotional and physical state
and what you are doing
and who you are doing it with.
All of which are conditions
that can fluctuate from day to day.
However, what will help you to bounce back
into an actively engaged state,
if for whatever reason you are having an off day,
is how you experience and feel supported by
the relationships and conditions in your workplace
and the degree that your work is a natural extension of
and channel for expressing your best self.
So let's first look at what conditions
need to be in place
to give you the best chance
of bumping up your engagement level.
These are the 10 key components of the engagement mix
that in my experience are
necessary preconditions for developing
sustainably higher levels of employee engagement.
As we go through the list
think about how each item
applies to you personally,
to what degree does this describe your relationship
with your work and workplace environment?
and to what degree
does it exist in your workplace, right now?
So - You are more likely to become actively engaged when:
1. You feel your work adds value to the world
and is recognised by others in a way that fits
with your own sense of your own identity.
Your work gives you a sense of Meaning and Purpose.
2. You are given the control,
the flexibility, autonomy and the resources
to do your job in the best way you know how.
3. You can get in a good flow with your work
without unwanted distractions, ambiguities and unrealistic workloads.
4. Your work stimulates and stretches you,
you feel good about how it gives you opportunities
to grow both personally and professionally.
5. Your supervisor demonstrably cares about your personal well-being
and is supportive, empathetic and appreciative.
6. You feel that you are a member of a team or community
connected to, recognised and valued by
your boss, your co-workers and your customers.
7. The work you do is a good fit
for your natural talents, experience,
personality type, values and goals.
8. The organisation you work for
has core values and a purpose
which you feel good about.
9. You feel trusted, held accountable
and rewarded appropriately
by the organisation you work for
10. You have a healthy work-life balance,
the demands of your job leave you enough time and energy
to devote to your life outside of work.
So there you have it:
The 10 Key Conditions
necessary to help increase Employee Engagement
levels across your organisation.
Please feel free to copy paste this list for your own use
you will find it in the description below.
Now, I think you will agree that there is a lot
that organisational leaders can do
to nurture the conditions that promote engagement.
But to achieve this takes a lot of careful thought
and coordination to make effective changes
to behaviours, processes and feasibly technology,
to give you the best chance of success.
If you want to start building your case
for making those changes
and investing in developing Employee Engagement
to produce a more effective,
fulfilling and profitable operation.
Just click here to continue with In Part 2 of this video
where I am going to share with you
a simple framework approach that can help get you started.
-------------------------------------------
Is diversity in a team good or bad for innovation? - Duration: 7:17.
is a diversity good or bad for innovation?
today I want to take you through two fascinating research studies which I've recently found
which give us evidence behind whether or not having a diverse group of people performing on an
innovation task is better than people who have the same perspective
now the first study was done by Professor Brian Uzzi and it looked at whether or not
there's evidence behind whether or not people with the same background perform
better at innovation or creativity tasks than people who have different backgrounds
so what he did is he looked at lots of research behind whether or
not people who've worked together previously or haven't worked together
previously produced the most creative, innovative and successful outcomes
what he found, especially with his seminal work on the research of American
musicals on Broadway, was that he found that the teams that performed the best
when it came to producing new creative output had a mixture of both people
who've worked together previously, but also people who hadn't worked together
previously and ironically enough the ratio that he found seemed to be
approximately 50% people who worked together previously and 50% new blood
there's a couple of reasons for this: when people work together they start to
begin thinking the same way, and when they get success, they start
to think "if it's worked for us previously it'll work for us again in
the future" so groups that work together over and
over and over again, especially ones that have seen a bit of success, begin to
think that the way that they work previously to get to successful a
successful result will end up getting in them a successful result again in the future
however this has a limited shelf life
eventually people actually start to
get fixated on the same way of doing things and it ends up with them being
less and less creative over time
so what you want is a team if you want to be as
innovative as possible is to have a constant mixture of people
who've worked together on products and projects previously, and also an influx
of new blood who bring new perspectives, new information, new knowledge and
especially new ways of approaching problems that the existing team hadn't
thought about
the second piece of research that I want to talk to you
about today is whether or not just having different people different types
of people actually counts as being diverse enough
a fascinating study that
got published in the Harvard Business Review recently asked "does having people
who are of different ages, genders, ethnicities in the team actually end up
leading to problems being solved for innovative creative challenges?"
and the fascinating result of 100 experiments showed that if you have people who are
different ages, different genders, different ethnicities, this by itself
does not mean that the team is going to actually be able to solve the problem
more than a team that is more homogeneous, more than a team that is
composed of very similar people
so if it's not the outwards differences and
outward diversity that ends up helping a team be successful in divergent thinking
and thinking of new solutions, then what actually is it?
well the authors of the research paper suggests it's not the outward diversity it's actually the
cognitive diversity, the way that people think needs to be different from one another
so what they determined cognitive diversity to be, through a
follow up series of experiments, was they assessed the way that people use their
knowledge, whether or not they prefer to use existing knowledge or compare
knowledge within the group and develop new knowledge, and the way that they
discuss this knowledge as well
what they found very strikingly is that
groups with a higher degree of cognitive diversity, where there's people with
different ways of thinking, are much more likely to come to innovative successful
outcomes significantly faster than people who all think the same way
they quoted two very interesting examples: one was a group of
R&D scientists for a biotechnology company who all were PhD candidates and
who all had a very scientific background. they did not manage to solve the
challenge in the time allocated because all of them approached it in the same
way and the challenge required a difference of approaches within the group
similarly with a group of IT consultants, they didn't actually even
manage to come close to finishing the challenge because instead of
collaborating within the group, each individual started thinking about how
they should best develop the solution in their own minds
the teams that actually
managed to develop the most accurate effective and innovative solutions were
the ones that had a mixture of people with different cognitive styles
so what are these two scientific studies teach us?
well first of all they teach us that
it's important to have a mixture of new blood and existing blood (people who've
worked together previously and new people who haven't worked together at
all) to keep the team able to produce constantly innovative and creative output
but within that group as well you need to make sure that you're not just
filling it with people who think the same way. you need to be making sure that
you fill it with people of differences of perspectives, differences of ways of
approaching problems, and different experiences
those two studies and those two ways of building diversity within your group are actually going to be what
results in you having the highly innovative groups and the most creative
groups overall
so if you found this interesting my name's been Nick Skillicorn
from idea to value.com make sure you like subscribe and share this video
with people who think that you need to have more diversity in your groups and
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