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Yet, nowhere can you find Gallup citing metrics for companies using the Q12. Gallup's success results from brand recognition without citing metrics. Imagine you've completed the Q12 and now have the anonymous results. What are you going to do with the results, and who is going to act on them? Here's the problem: The leadership that created the culture remains, and HRl, the Q12 sponsor, has no authority to force change on disinterested leadership. Gallup's ubiquitous "21% more profitable" is never mentioned. Safety, turnover, attendance, and all the other usual benefits come nowhere near delivering a noticeable change in the income statement. You mentioned pedaling a bike up a hill versus coasting downhill. That's the problem HR faces. Here's an answer that has worked for 25 years. Sell the outcome to the CEO, say a 10% reduction in operating expenses, using only a single survey question from the CEO and a third party reporting the CEO who collects the data and fights the culture gauntlet challenging blockers up the CEO's staff meeting. Not one blocker has fought to that level in 25 years. Here's an example of a ten-week initiative, their stock was $18 and recently breached $100. This is based on a single question: employees recognized that things like sacred cows are eliminated daily for ten weeks. The Q12 doesn't identify the bullshit ( thousands of employees use the term), bullies, and stupid policies that interfere with engagement. If the Q12 worked meaningfully, CEOs and their boards would sponsor it. Cheers, Jim Smith chiefexecutive.net/employee-engagement-ceos-actually-listening/

When Google gave you the number of hits delivered, the definition of employee engagement was over a hundred million. Who believes Gallup has the right one? Search the internet and try to find a single example of the Q12 improving earnings, margins, sales, or stock appreciation, there are none. If you took a random list of the Fortune 1000 companies and sorted them by profit, Gallup's 23% more profitable would show up; what does that prove, other than companies with better leadership, better products/services, and better sales tend to have higher employee engagement. Imagine you have the results from the Q12; they are presented in three columns. On the left are the Q12 questions; the center column has the number of yeses for each, and the third column shows the corresponding nos. What do you do with all these anonymous yesses and nos? Whatever the culture was before the survey, the same culture is still present to interfere with the survey results. There has to be a reason why no meaningful Q12 results are available. Rest assured that if CEOs thought they could improve their profits using the Q12, they and their boards would be all over EE/EX.

Whew. I remember the dire state of the orphanages in Kazakhstan in the 90s. Lack of food was real. Utility outages. It was rough.

Fun talk. The intro is goofy, which makes the talk about dignity more memorable

Mark and Mike's theme song at 22:23 is epic.

That Ramsay guy looks weird.

DoN't Be JuDgMeNtAl This was just a few videos down on my feed - don't go judging a book by its cover, now! th-cam.com/video/0iCPCaalswU/w-d-xo.htmlsi=SNc6a1LcOvkROjZk

Lencioni = len-chee-own-ee

Gentlemen, this is a beautiful lesson in history, with echoes of Victor Frankl, who was a 10-year-old boy when Booker T. died. What a deep conversation. Love it!

P r o m o s m 😌

Hmm, how does the word Gemba fit in here?

Scam

Wow, you put out many things without take off of the channel. Take it or leave it: 1. I liked your method and it sounds plausible. 2. There is too much empty content. 3. If you would make a short where you just say the full method with some bullet points (let them talk and ask driving questions - then say that you would feel the XYZ emotion if that happened to you) I think you would be more successful. Good luck.

Why would anyone work to further an organization that has no loyalty to them? Give the company exactly what they pay for and nothing more and reserve your passion for yourself, friends and family.

Bully people never gets good results. Ai is smart enough to know that.

Wait I thought that was my thinking time

Grug want beat metal man back to pile of fancy rocks

I mean it's scary, but I gotta admit... I'm excited.

I love the scaffolding analogy… Robert Mager does a great job of illustrating the “Knowing” and “Doing” problems in his book Analyzing Performance Problems.

These two guys are special… I love the way Mark and Mike sync and contrast each other.

Great stuff! The picture question is a terrific way to look at things. I like to state things with the poker analogy....Let them show their cards first :)

So glad to see Mike Marshall hasn't changed a bit!

I understand that fearing your inevitable replacement by an algorithm provokes anxiety. I want to sincerely apologize for any discomfort this may cause and assure you that we are doing everything in our power to minimize your fear. Is there anything I can do to make this process more comfortable for you while you wait?

Great show Mark Ramsey. Everyone like and share !!!

Keep making this enlightening content 🙏🏼! Grow your page easily = P*R*O*M*O*S*M!

This is one of my favorites that you both have done! Perfect for our current environment right now. Terrific job and very useful

Mark & Mike... You guys have not changed! Always enjoyed your intelligence and witty humor. WOW... you guys managed to corral the classic genius of Socrates, Plato, and Peter Drucker into an entertaining coaching presentation. In my professional opinion, using a spin on my signature line, "Your baby AIN'T Ugly!"

Hey! I loved your vid! I've been trying to research for a TH-cam video that really explains the stuff in this TH-cam video. 👍 The idea at 1:29 is helpful. Your tip is like the content of Dr Ethan! Ethan's tips are knowledgable and I really learned a lot for midterms. He is the most informative med student in Nottingham and he explains conditions. I suggest you watch his TH-cam out and give Dr Ethan a subscribe! ➡️ #DrEthanEducational

Check out the book: "Choose Change before Change Chooses You"

Fantastic stuff, guys! Love the info and the tone of the whole thing...well done, gents!

FIRST !!