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Engagement 3.0: Transitioning to Leader-Driven Engagement

Move from reactive engagement initiatives to integrated leadership using McLean & Company’s five Engagement 3.0 insights.

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  • Jason Averbrook, Chief Executive Officer, The Marcus Buckingham Company
  • Martin Birt, HR Consultant and Freelance Contributor, and Financial Post
  • Adrian Gostick, Author & CEO, The Culture Works
  • Chris John, Consultant – HR Client Relations, DTE Energy
  • Jacqueline Ledgister-Bethell, Learning & Development Professional, University of the West Indies
  • Josh Allan Dykstra, Co-Founder, The Work Revolution
  • Stephanie Middleton, Organizational Development Specialist, Freelance Consultant
  • Kevin Sheridan, Author, Speaker, Consultant, Kevin Sheridan LLC

Your Challenge

  • Most organizations experience very little fluctuation in engagement score year-over-year, seeing only incremental improvement.
  • Out of 31 core HR services, CEOs are least satisfied with engagement efforts.
  • HR is often assessed on engagement survey scores but has little control over the leadership behaviors that drive engagement results.

Our Advice

Critical Insight

  • Engaged employees have performance commitment that is 3 times higher than their neutral and disengaged counterparts.
  • While traditional targets of employee engagement – retention and discretionary effort – are important, progressive companies focus engagement directly on business drivers such as agility, cost, quality, and revenue.
  • Matching the timing of assessments and management cadence will create more relatable links with business ideas and increase manager accountability.
  • Leaders have the single greatest impact on engagement. Successful organizations empower their leaders to integrate effective leadership practices in their daily roles in order to achieve the new engagement paradigm.
  • Employee engagement happens at the individual level. Deploy engagement tools that enable action anywhere from the enterprise-level all the way down to mass-customized solutions for individual employees.

Impact and Result

  • See an improvement in direct business drivers such as agility, cost, quality, and revenue.
  • Generate an environment where the daily actions of leaders engage their teams, creating a positive impact on culture, company potential, empowerment, and rewards & recognition.

Research & Tools

1. Transition to leader-driven engagement

Understand and apply McLean & Company’s five Engagement 3.0 insights.

Guided Implementations

This guided implementation is a one call advisory process.

Call #1 - Schedule a meeting with an analyst to learn more about Engagement 3.0 and how we can help you transition towards leader-driven engagement.

Onsite Workshop

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Onsite 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 onsite 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: Transition to Leader-Driven Engagement

The Purpose

  • Understand the new employee engagement paradigm: leader-driven engagement.

Key Benefits Achieved

  • 3 times higher performance commitment.
  • Increased internal company recommendations.
  • Business-aligned engagement through leadership empowerment.




Prepare an engagement transition plan.

  • Create a plan to transition towards leader-driven engagement through discussion with analysts

Search Code: 78902
Published: October 20, 2015
Last Revised: November 21, 2016