Don’t Just Engage, Lead

Transition to integrated leadership empowerment to drive business results.

Onsite Workshop

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.

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:
1.1 Assess readiness level to move to a more dynamic engagement measurement.
  • Identification of present engagement measures, what is working, and where to improve.
1.2 Define engagement purpose.
  • Understand the impact and purpose of engagement within the organization.
1.3 Set goals and metrics.
  • Determine goal and metric cascade from organizational strategy through to departments and individuals.
1.4 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:
2.1 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:
3.1 Develop an action plan.
  • Completed Engagement 3.0 Action Plan.
3.2 Plan logistics for leader-driven engagement launch presentation.
  • Determine the who, what, where, and when of the launch presentation.
3.3 Identify L&D resources to support integrated leadership empowerment.
  • Decide on L&D options and assign responsibility for overseeing them.

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VL Methodology