Don’t Just Engage, Lead
Transition to integrated leadership empowerment to drive business results.
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Focusing on annual engagement without day-to-day leadership will:
- Emphasize aggregate year-over-year engagement scores that do not reflect more frequent fluctuations in engagement.
- Cause the connection between employee engagement and business results to go unrealized.
Instilling a culture of integrated leadership empowerment will:
- Enable leaders to understand their impact on engagement within the organization and their teams.
- Lead to improved results through managers who lead through engaging behaviors.
- Support leaders in their role as people managers.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Book NowModule 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: | |
|---|---|---|
| 1.1 | Assess readiness level to move to a more dynamic engagement measurement. |
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| 1.2 | Define engagement purpose. |
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| 1.3 | Set goals and metrics. |
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| 1.4 | Define dashboard requirements. |
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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: | |
|---|---|---|
| 2.1 | Assess integrated leadership empowerment readiness. |
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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: | |
|---|---|---|
| 3.1 | Develop an action plan. |
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| 3.2 | Plan logistics for leader-driven engagement launch presentation. |
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| 3.3 | Identify L&D resources to support integrated leadership empowerment. |
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