The Surprising Power of Liberating Structures: Simple Rules to Unleash A Culture of Innovation by Henri Lipmanowicz, Keith McCandless Read Free Book Online Page A

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    Measuring Inclusion and Engagement: IE Quotient
    According to recent research by Gallup Inc., 70 percent of American workers are not engaged in their work. 2 Of that number, 18 percent are actively resisting what the organization is trying to get done!
    These distressing statistics show how big the need is for organizations of all sorts to transform how they engage people across all levels and functions. Gallup’s research shows that engagement drives greater business productivity, lower turnover, and better work quality; other findings from its study show that organizations in the top 10 percent of engagement outperform their peers by 147 percent in earnings per share and have a 90 percent better growth trend than their competition.
    Statistics like these explain why achieving high levels of engagement often is a leadership priority. Unfortunately, the vast majority of people at all organizational levels have not developed the expertise to include and engage others effectively. To assess what we are calling Engagement Expertise, we have created two new key performance indicators (KPI):
    One measures the Engagement Expertise of individuals
The second measures and illustrates the Engagement Expertise of entire groups—teams, departments, functions, or entire organizations
Bothserve as diagnostic tools that identify what needs to be changed or improved
    We call these indicators Inclusion and Engagement Quotients, or IEQs—not IQ or EQ, but IEQ because engagement must be preceded by inclusion. While broad engagement metrics such as Gallup’s are useful in grasping the scope and significance of the problem of disengagement, they are measurements of the outcomes or consequences of the inability to engage people. In contrast, IEQs measure the ability to engage directly and therefore are useful and to the point of what needs to change in order to build the expertise for achieving higher levels of engagement across the board.
    Individual IEQ
    An individual’s IEQ is the score achieved from answering a simple questionnaire ( Table 3.2 ) which can be found on pages 36 and 37 .
    The questionnaire can be self-administered, filled in through observations, or done through a 360-degree process. The range of possible scores is from zero to ten. The answers also provide an immediate diagnosis of which practices need to be changed to improve engagement expertise.
    Table 3.2
    Individual IEQ Questionnaire
    This questionnaire can be used by or for anyone who regularly or periodically leads meetings or manages projects. Use the following scale to score points for all questions except for #3 and #4. When the questionnaire is used to assess what someone else does, replace “you” and “your” in all the questions by “he/she” and “his/her.”
    Add up the points to all the questions .
    Divide by 15; this is the IEQ score .
    Group IEQ
    A group IEQ is derived from plotting the cumulative distribution of the individual IEQs of all group members, as illustrated in Figures 3.4 through 3.6 below. The Group IEQ is obtained by measuring the area under the curve; it can range from zero to ten. Figure 3.4 illustrates a “perfect” group IEQ: 100 percent of its members have individual scores of ten.
    Figure 3.4
    IEQ Distribution for a Perfect Group
    IEQ of a Group Using Conventional Microstructures
    In the example illustrated in Figure 3.5 , the Group IEQ is approximately 2. The curve illustrates the distribution for an organization where only a select group of people have developed a high level of Engagement Expertise, either from natural talent or specialized training. Everybody else is using the Big Five conventional microstructures.
    In such an organization, only a small percentage of people have IEQ scores of five or more (in this example, about 10 percent). The vast majority have IEQ scores of less than five (in this example, about 90 percent) and a large proportion have scores between zero and