Not everyone is engaged at work for the same reasons, and traditional people engagement strategies have attempted to impose an identity on their colleague community without recognising that there is huge diversity in what motivates people and how they behave.
Poor engagement can lead to team dysfunction, quality issues and high team turnover, so organisations get massive payback by figuring out what will inspire colleagues to really buy into contributing to achieving organisational goals.
Attempting to clone colleagues and impose that they all align around a narrow identity may not be successful, in fact, it may well disengage colleagues who don’t want to feel forced to behave and act in a specific defined way.
In contrast, our approach is to centre on playing to the strengths of the colleague community, recognising that every colleague can contribute in their own way, to achieve the organisation’s mission. The behaviours that need to be articulated to help organisations to fulfil this mission will vary, subject to role type, individual skills and motivations.
In response, we use the LEAP model. LEAP starts by defining the organisation's purpose, helping to lead the colleague community to understand how they can contribute and ensuring there is clarity of mission.
Through engagement, we inspire colleagues to understand how they can play their part, and then finally we create an Action Plan. This ensures that across the organisation every colleague can clearly focus on the thing they can do within their own skillset and capability, coupled with their own interests, to contribute to the overall mission achievement.
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