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The Employee Engagement Mindset: The Six Drivers for Tapping into the Hidden Potential of Everyone in Your Company Hardcover – June 4, 2012
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About the Author
Timothy R. Clark is founder and CEO of TRClark, a consultancy that provides advisory services in strategy, large-scale change, employee engagement, and executive development. He is the author of Epic Change: How to Lead Change in the Global Age and The Leadership Test: Will You Pass? His clients include Accenture, Broadcom, Disney, Dow Chemical, Honeywell, Intel, Microsoft, Motorola, NASA, Stanford University, and Wells Fargo Bank. Clark earned a doctorate from Oxford University.
More About the Author
After earning a triple degree and first-team Academic All-America honors as a football player at Brigham Young University, Dr. Clark spent time in industry and then went back to school with a plan to teach. He completed a doctorate from Oxford University and was a Fulbright and British Research Scholar.
As fate would have it, there were no teaching jobs when he finished his graduate work. So of course he traded his chinos and Birkenstocks for a hard hat and metatarsal boots, and went to work in a large steel mill. At Geneva Steel Company, he was soon elevated to vice president and plant manager and oversaw all plant operations for five years. He then became CEO of two consulting and training organization for several years. In 2006, Dr. Clark founded TRCLARK LLC, a consulting and training organization. He advises, coaches, and speaks to leaders and organizations in industry, government, healthcare, education, and the non-profit sector.
In addition to his books, Dr. Clark is the author of numerous articles and writes the column "On Leadership" for the Deseret News.
Top Customer Reviews
"Organizations are responsible for enabling conditions. As an individual, you're responsible for enabling behavior....A significant finding from our research about highly engaged employees: even in poorly performing organizations with lousy work conditions, limited resources, and few opportunties, those who are highly engaged still take responsibility and own their own engagement."
This is a refreshing viewpoint for workplaces where a common question is, "What is the organization going to do for me?", and puts the control directly back in the hands of the employee.
Most Recent Customer Reviews
I have been an executive coach for almost 20 years and have been guilty of suggesting the primary driver of engagement is leadership - not focusing on the individual who really... Read morePublished on April 4, 2013 by MLOborn
While there are lots of concepts and ideas that have been well-published in the area of employee engagement in the past included in this book, The Employee Engagement Mindset does... Read morePublished on September 12, 2012 by RTDHLD