Consulting Conversations

A Conversation with Consultant Lee Schmucker – Leading With Engagement

At a training program about engagement, a healthcare employee stated:

When I receive a call to work on my day off, I first ask — who is the team leader today.  If it’s Kim, I’ll rearrange my plans and will be there.  I’d do anything for her.   If the other person is team leader, I’m busy and can’t make it.  She makes work miserable.

This story illustrates the ongoing Gallup research that managers have a significant impact on engagement:  People leave supervisors, not organizations.”  Employee engagement continues to be low.  According to Deloitte 2019 Human Capital Trend, 73% of employees are not engaged. 

Imagine the cost of disengagement.  Imagine the impact on your organization if the engagement level doubled. Or tripled?  What would be different for residents/clients/customers?  For work teams?  For the employee experience?  For retention?  For the organization?

Want to increase the level of engagement?  Deloitte’s 2019 research challenges organizations to  move from focusing on “work experience” (task oriented) to focus on the  “human experience” of working here. 

“In order to create an enduring relationship, be social in nature, and create meaning, experience must come from and be focused on the individual. And that’s where prior attempts at addressing this issue have fallen short and where a future path can be forged.”

Engagement is fostered by a culture of empowerment.  Creating an empowering culture is a journey starting with the leadership team making a strong commitment to a holistic approach.   Supervisors at all levels are key to connecting with employees and fostering empowerment.   Here are guidelines for unleashing the potential of supervisors, managers, and leaders:

  1. Take a holistic approach
  2. Focus on vision and foster ownership in the transformational journey
  3. Commit to a multi-session program that is focused  on progressive learning, application and accountability
  4. Foster a safe environment through trust
  5. Facilitate self-awareness through profile assessments
  6. Expand awareness of how one’s behavior may impact others and learn strategies for maximizing talents and empowerment of others
  7. Align everything — policies, expectations, rewards, etc. — to reorient focus on a vision of empowerment and engagement
  8. Integrate a support system, such as feedback, coaching, encouragement, and praise for progress and growth
  9. Hold people accountable for changed behavior that aligns with vision and values
  10. Be courageous; be bold

MHS Consulting has resources to assist, design, and/or facilitate a journey toward empowerment and engagement:

  • Assess your current workplace culture
  • Facilitate a process to create a shared vision for the desired workplace culture 
  • Design and/or deliver a holistic supervisory/leadership development process
  • Administer behavioral profiles:  Everything DiSC® (a Wiley brand) focused on these areas:  Workplace relationships, Management, Productive Conflict, and/or Work of Leader
  • Facilitate a team experience that uses “The Five BehaviorsTM of a Cohesive Team” (a Wiley Brand) assessment and post-assessment

Fostering engagement and empowerment starts with providing the tools and experiences that transform supervisors/leaders; in turn, they transform the human experience at work.  Imagine multiplying the number of  “Kim” leaders in your organization by investing in their development and growth.   Lee SchmuckerMHS Consulting AssociateWant to continue the conversation?  Email MHS Consulting

Have any Question or Comment?

Leave a Reply

Your email address will not be published.