By | Adil Malia | www.adilmalia.com
The idea of Employee Enthusiasm & Engagement is very appealing. One sees a lot of meaning & practical Management value in such practices.
Conceptually, Employee Engagement was first propounded in 1990 & became a popular part of modern Management literature by 2000 . However, as always, we fail to recognize that the earliest references of Engagement & Connect in practices are drawn actually referred in the Mahabharata.
Let me highlight a practice …
Addressing Sahadeva – the youngest, Dharmaraja (Yudhistira) says..the war is inevitable. Krishna has failed in his peace mission. We have thus formed our Army into 7 Divisions – Drupada, Virata, Dhrishtayumna, Sikhandin, Satyaki, Chekitana & Bhimsena will Command these Divisions. We now need a ‘Super Commander’ over them. Who do you think is the most competent for this role?
Albeit youngest, his views are sought on this very critical organisational decision. Not that what he suggested upon being asked would be treated as final. But the inclusive & participative style in which views of the junior most memeber of the team was sought first, even before opinions of the elders was taken. This triggers full enthusiasm, enhances self respect, pumps-up self-confidence & builds a strong bond and a sense of ownership with the critical decision taken.
What better way than that to create enthusiasm, engagement and build a sense of deep ownership around critical decisions taken ???
Such were the Engagement practices followed by leaders despite having Supreme and total powers to control.
Republished with permission and originally published at www.adilmalia.com
