The financial collapse and recession are fading in the rear-view mirror. Markets are surging, companies are hiring again, opportunities abound. So, why hasn’t there been a corresponding leap in employment engagement, satisfaction, and retention? Why are turnover and loss of productivity still a $450 billion problem?
In short, because we continue to treat the symptoms of disengagement with benefits and rewards – instead of curing the underlying cause by teaching our people to reduce stress, distraction, and negativity – while increasing awareness, concentration, and positivity. The result is not only greater health and happiness, but deeper engagement with life and work.
Engagement is a Product of Mindset
Today’s engagement programs tend to offer external solutions, but engagement comes from our internal map of the world, and mindset. As employers, we love mental attributes like positivity, ambition, motivation, initiative and drive – and character traits like patience, compassion, and understanding.
We work really hard to find and hire people with these personal attributes and traits, but do almost nothing to train them into the existing workforce. Why not? Because we’ve long assumed them to the result of genetics, or family values, or spiritual principles – all beyond the purview of traditional corporate training.
Mindfulness Trains the Mindset
But B-schools are now realizing that in a post-industrial market, these behavioral competencies are precisely the variables that differentiate great leaders and organizations – and neuroscience is proving that they are in fact, trainable skills.
Science-based mindfulness is the methodology that allows us to reach past traditional skills… to train the underlying mindset, that drives the competencies, that drive excellence and achievement.
Mindset Creates Personal Engagement
Extreme athletes, virtuoso musicians, and Navy Seals all know that elite performance is determined more by mental fitness than technical skill. How did Tom Brady pull out that Superbowl? His skills were the table stakes… But it was mindset and super-engagement – his belief, determination, concentration, and resilience – that won the game.
Really want your employees to be engaged? Make the investment to teach them how to purposely develop it.