Don't Just Engage, Lead
Transition to integrated leadership empowerment to drive business results.
- Organizations are struggling to make the connection between employee engagement and business results, requiring a shift in the purpose, cadence, and focus of engagement practice.
- Current efforts are only shifting engagement incrementally. Aggregate year-over-year engagement score results have become the focus.
- Static engagement measures do not capture fluctuations that should prompt leaders to integrate engagement into day-to-day management practice.
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Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Employee engagement is about how managers lead through engaging leadership behaviors. Leaders who are invested in their people experience improved results.
- Engagement is a reflection of effective management practices. Leaders’ recommitment to their role as people managers will in turn positively impact their role as business leaders.
Impact and Result
- Change engagement from a discrete activity with an annual survey and events to a practice that is much more integrated with the day-to-day tasks of the workplace.
- Empower leaders to understand and own their influence on engagement through effective day-to-day management practices and behaviors.
- Shift organizational thinking about engagement from an HR-owned program to one that is leader-driven through engaging behaviors.
Workshop: Don't Just Engage, Lead
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Dynamic Engagement Measurement and Engagement’s Connection to Business Results
The Purpose
- Understand what engagement means to the organization and the level of readiness to move forward.
- Set goals and metrics and define requirements.
Key Benefits Achieved
- Organizational stance on engagement is defined and identified.
- Goals and metrics are determined.
- Dashboard is created.
Activities
Outputs
Assess readiness level to move to a more dynamic engagement measurement.
- Identification of present engagement measures, what is working, and where to improve.
Define engagement purpose.
- Understand the impact and purpose of engagement within the organization.
Set goals and metrics.
- Determine goal and metric cascade from organizational strategy through to departments and individuals.
Define dashboard requirements.
- Dashboard created and populated with engagement and business goals and metrics.
Module 2: Reinforce the Leader’s Role in the New Engagement Paradigm
The Purpose
- Determine if the organization is ready to move towards integrated leadership empowerment.
Key Benefits Achieved
- Organization is evaluated in relation to integrated leadership empowerment.
- Current practices and competencies are laid out in terms of readiness for integrated leadership empowerment.
Activities
Outputs
Assess integrated leadership empowerment readiness.
- Understand where current practices and competencies fall within integrated leadership empowerment and determine if the organization is ready to move forward.
Module 3: Prepare to Launch
The Purpose
- Determine key factors for the launch presentation.
- Create an action plan for the organization and L&D initiatives that will support the transition to integrated leadership empowerment.
Key Benefits Achieved
- Action plan is completed.
- Responsibilities for who will oversee L&D options are organized.
- Logistics are set and launch presentation is ready.
Activities
Outputs
Develop an action plan.
- Completed Engagement 3.0 Action Plan.
Plan logistics for leader-driven engagement launch presentation.
- Determine the who, what, where, and when of the launch presentation.
Identify L&D resources to support integrated leadership empowerment.
- Decide on L&D options and assign responsibility for overseeing them.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 4-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Introduce a more dynamic engagement measurement
- Call 1: Review your organization’s employee engagement maturity.
- Call 2: Evaluate organizational readiness to move to a dynamic engagement measurement and discuss additional options.
Guided Implementation 2: Make the connection between engagement and business results
- Call 1: Develop engagement purpose aligned to organizational objectives.
- Call 2: Clarify dashboard content requirements and visibility options.
Guided Implementation 3: Reinforce the leader’s role in the new engagement paradigm
- Call 1: Define integrated leadership and key engaging leadership behaviors.
- Call 2: Review leader 3.0 readiness outcomes.
Guided Implementation 4: Prepare to launch
- Call 1: Review HR’s role as facilitator and their communication responsibilities.
- Call 2: Develop an action plan for transitioning to Engagement 3.0.
Contributors
- Ashley Ray, HR Manager, FJ Management
- Ani Girgitsova, Senior Talent Development Specialist, Progress
- Cheryl Kuch, Senior Consultant, Talent Development, ASE
- Benjamin Olds, Organizational Development, Merrimack Pharmaceuticals
- Denny Dotson, Chairman at People Driven Performance
- Michael Beck, Employee Engagement and Executive Coach, Michael Beck International, Inc.
- David Zinger, Employee Engagement Expert and Speaker
- Derek Irvine, Vice President, Client Strategy and Consulting, Globoforce
- Captain David Marquet, author of Turn the Ship Around! A True Story of Turning Followers Into Leaders
- Christopher Hodge, Assistant Vice President of Talent Management, RoundPoint Mortgage Servicing Corporation
- Scott Bohannon, CEO, Info-Tech Research Group
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Analyze and Act on Employee Engagement Data
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Flow State: A Gateway to Engagement, Performance, and Productivity
Exit Survey Guide
Employee Experience Monitor Survey Guide
Equip Senior Leaders to Drive Employee Engagement
Design the Employee Experience
Catalyze Cross-Functional Collaboration
Master the 3i’s of Employee Engagement
Activate Networks to Enable Collaboration
Employee Engagement Trends Report 2023
2022 Employee Engagement Trends Report
Employee Engagement Trends Report 2024