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Creating a Culture of Engagement™

Creating a Culture of EngagementTM (CCE) is a highly interactive two-day instructor-led experience in which 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 Elements of a Culture of Engagement

1. Opportunity

Engagement happens when employees feel they are part of something important and have something to believe in.

2. 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.

3. Connectedness

Engagement happens when employees feel connected with each other, focus on mutual interest, and operate with shared responsibility.

4. 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.

5. Validation

Engagement happens when employees feel they matter—that they have a valued place in the organization.

Learning Approach

Learning must be transferred to day-to-day work practices. To achieve this, Creating a Culture of Engagement includes components and activities that enhance Participant Readiness and Learning Transfer.

Participant Readiness: 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.

Learning Transfer

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.

During the session, best practices in instructional design, process facilitation, and adult learning are utilized to create a dynamic learning environment, including hands-on problem-solving, planning, and application exercises.

Course concepts are reinforced with a Resource Guide. This Resource Guide is provided for all five elements and includes resources such as articles, supplemental reading, and application tools and exercises.

To further drive application and business results, we encourage clients to tailor the learning components to ensure maximum impact. To discover how we ensure learning is reinforced and applied for improved performance, read more about our Learning Journeys.

Evaluation

Wilson Learning will partner with your organization to measure the initial behavioral changes and business results. We will work with you to set up evaluation systems that help improve outcomes and sustain the momentum of your implementation.

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