Engaging Leadership – the Fast-Track to Employee Commitment, Creativity and Trust
Research convincingly demonstrates that having an engaged and committed workforce produces numerous beneficial outcomes, such as better organisational performance and lower turnover. The problem is, despite widespread efforts to drive improvements, engagement levels haven’t increased over the last 20 years—some studies even indicate that they are worse!
Traditional top down, command and control-based leadership models are at the heart of this problem. Whilst they may offer simplicity of decision-making and clarity of organisation, they also tend to foster “obedience” rather than the commitment, creativity and focused execution needed to maximise productivity and competitiveness. However, introducing new structures of governance isn’t the solution either, because engagement cannot be legislated for with rules or procedures. Instead, a different form of leadership is required: one where the need to treat employees as human beings is appropriately balanced with the challenges of delivering the task.
To meet this need, leaders must learn how to establish a “psychological contract” with their team, where their dealings with people are less transactional and more relational in nature. This can only be achieved by leaders with strong inner qualities who know how to create deep emotional connections.
This workshop explores the factors that lead people to bring more of themselves to work – to willingly contribute their discretionary effort. Participants will learn how to create a high-performance culture in their team and beyond by:
- Understanding why engagement is emotional, not behavioural, in nature.
- Knowing why the successful delivery of tasks, whilst essential, is insufficient if high engagement and performance are to be achieved.
- Understanding the primary drivers of how they are perceived by others, and why this is of profound importance in their role as a leader.
- Appreciating how easily results can be sabotaged by common behaviours that trigger instinctive, highly destructive, emotional reactions.
- Learning to see that engagement is only an outcome, while trust is the root cause.
- Knowing how to start building trust.
Updated January 2019.