Creating a Culture of Engagement

The Choice Model

Creating a Culture of Engagement is a highly interactive two-day instructor-led experience where leaders learn how to increase employee engagement and strengthen teams, leading to tangible business results.

It is a hands-on, process-oriented, action learning session. The focus is on what the organization needs to do, as well as what individual leaders need to do, to create collaborative teams and a culture of engagement.

The purpose of Creating a Culture of Engagement is for leaders:

To understand they have the responsibility for creating a culture of engagement for their own team and across their organization.
To understand the five critical elements of creating a culture of engagement.
To know what they must do to create the five elements of an engagement culture in their own team and organization.

Leaders need to understand employees have a choice to be engaged or not. The leader’s role is to actively and intentionally work to create a culture of engagement.

Module Descriptions

This workshop is designed to be flexible and dynamic in its content and implementation, based on the needs and priorities of the client organization. Most organizations take the Engagement Audit score, identify the engagement elements with the greatest gaps, and focus the hands-on action learning exercises on the elements with the greatest need.

During each of the modules leaders learn how each element contributes to a culture of engagement. An expert facilitator, skilled in Process Facilitation, leads exercises and activities and uses tools to guide leaders through discussions on each of the five elements and the implications from the audit results. The trainer then helps leaders identify actions they can take to create the conditions necessary to maximize the power of the targeted element across the organization.

Five Modules of a Culture of Engagement

The Elements of Opportunity	Engagement happens when employees feel they are part of something important and have something to believe in.
The Elements of Personal Accountability	Engagement happens when employees are expected to give their best and know what they are being held accountable for. When this is the case, personal accountability increases.
The Elements of Connectedness	Engagement happens when employees feel connected with each other, focus on mutual interest, and operate with shared responsibility.
The Elements of Inclusion	Engagement happens when employees are well informed, involved, and able to openly express their thoughts and feelings. Simply stated, people want to feel "in" on things.
The Elements of Validation	Engagement happens when employees feel they matter—that they have a valued place in the organization.

Online Engagement Audit

To maximize the learning experience and engage leaders before the session, the direct reports of participants complete an online Engagement Audit. These direct reports rate the organization's leadership team collectively on how well they execute in providing each of the five elements of engagement. During the session, leaders receive an organizational summary of the Engagement Audit results. The report shows the strengths and greatest needs for each of the five engagement elements.

Enabling Improved Performance

Creating a Culture of Engagement (CCE) features various performance application, reinforcement, and support tools. These additional learning components ensure that individuals can hone newly acquired skills and understand upon returning to work.

Evaluation

Wilson Learning will partner with your organization to measure the initial behavioral changes and business results. Our common interest is to make sure that Creating a Culture of Engagement delivers the results you seek. We are committed to helping you succeed, and we will work with you to set up evaluation systems to keep the change going well after it's begun.

To learn more about measuring the impact of learning, visit Measurement and Evaluation Services.

This offering, like all others from Wilson Learning, can be customized to reflect your organization's operating environment and business priorities.