Outcomes of an Engaged Organization
- Higher levels of performance and productivity
- Higher retention rates and reduced training costs
- Greater trust and creativity among employees — a readiness to learn how to learn together
- Greater connectedness and enhanced communication at all levels of in the organization and among their teams
- Increased customer and employee satisfaction
- Greater alignment and a strengthened capacity to pursue individual, team, and organizational goals
- Movement from transactional to transformational leadership
Why Engagement Matters
It is estimated that as few as 29% of employees are fully engaged in their work. Only these individuals are enthusiastic, involved, and committed to their organization’s core purpose and its vision.
According to the Gallup Management Journal (2006) the remaining 71% of employees are less engaged, with an alarming 54% of them actually disengaged from their work.
Motivating your staff may be important during pivotal moments, but drilling deeper to achieve an individual and collective sense of purpose is critical to establishing a culture of engagement. One of the models we have developed is RAC: responsibility, autonomy, and connectedness.
After establishing the conditions that promote a supportive culture, team members realize a deeper sense of purpose when the scale is in balance. Engagement occurs when there is an individual and collective acknowledgement that autonomy — responsibility — and connectedness are synchronized and are supported by the organization’s leadership and culture.
Strengthening Levels of Engagement
Identifying levels of engagement and the status of an organization’s culture provides a platform from which higher and more consistent levels of engagement are best achieved. Engagement is most closely associated with the ongoing process of relationship building — the most influential element within The Organizational Crucible.
We use both quantitative and qualitative diagnostic tools to identify key areas for organizational development. Strength areas as well as gaps are highlighted within a given team or across your organization. Engagement is heightened by leveraging one or more elements in The Engagement Triad:
- Reinforcing existing strengths.
- Bolstering areas of clear weakness.
- Developing new areas of strength.
Diagnostic work will indicate which approach, or combination of approaches, best serves your immediate and long-term goals.
Implementing a Resourcing Plan
Following the diagnostic phase, we will consult with you to implement a Resourcing Plan (RP). Aberfoyle Consulting will provide continuous support and professional development for your staff and assign a project leader to your organization.
As the Resourcing Plan is carried out, our team will conduct summative assessments in order to acknowledge successes and to make necessary course corrections.
Our Competencies for Engagement
Aberfoyle Consulting specializes in the following competencies which lead to a culture of high engagement within teams and across organizations:
- Leadership Profiling — A 360° Perspective
- Transformational Leadership
- Visioning (Values, Vision and Mission)
- Core Purpose and Strategic Alignment
- Disengagement to Engagement
- The Infrastructure of a Learning Culture
- Supporting New and Struggling Employees
- Organizational Culture Shifting
- Communication Practices
- Building Dynamic Teams
- Raising Organization’s Emotional Intelligence (EQ)
- Implementation and Review
