Workforce Engagement

Successful organizations commit to the following to build workforce engagement.

Successful Strategy Execution Aligns People With Purpose To Achieve Exceptional Results

Recruit Quality Associates

Patrick Lencioni in his book, The Ideal Team Player, postulates that a quality associate embodies three virtues: humility, hunger and people smarts.

The power this combination yields drastically accelerates and improves the process of building high-performing teams, thereby improving overall business performance.

Elevate Performance

Classic management theory teaches that authority and responsibility are intertwined and should be delegated accordingly.

The theory is that if you have a properly trained leader, and give him or her the authority and responsibility for a particular operational function they should be able to cause that operational function to come into control and meet performance expectations.

As we have all experienced, that sometimes happens, and often does not. Why?

Before you say: “emotional intelligence”, let’s consider some obvious facts.


Authority requires the leader to make the plan and explain any performance variances to the plan back to their boss.

The assumption of authority is that a good plan once properly implemented, will produce the desired results.


Responsibility, however recognizes that planning and performance involve circular feedback to be successful.

Well-managed responsibility finds the leader asking questions, such as:

Scientific Methods

Well-managed responsibility assumes that all plans are experiments and can only be evaluated through scientific methods, starting with Plan, Do, Check, Act (PDCA).

Enable Ownership Behavior

In general associates need the following to be satisfied in the workplace (top 10 list):

  1. To be heard

  2. To be safe

  3. To be paid fairly for the work they do

  4. To have opportunities for advancement

  5. To have a best friend at work

  6. To have a good relationship with their supervisor (employees leave supervisorsnotcompanies)

  7. To be respected for who they are and what they can contribute

  8. To be a part of a collaborative and supportive team, the sum of which is greater than the parts

  9. To be given the opportunity to win (no one comes to work to lose)

  10. To have hope – that things can and will improve

These findings are validated by several well-known authors.

To name a few:

Marcus Buckingham and Curt Coffman First Break All the Rules

Patrick Lencioni The Five Dysfunctions of a Team

Jim Collins Great by Choice, Good to Great, and Built to Last

Turning Disruption and Change into Peak Performance

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