Many leaders mistakenly think employee engagement improves performance. Master coaches appreciate that engagement and performance comprise a fundamental, interconnected organizational system. When used correctly, engagement data enables powerful coaching – unfortunately, the inverse is also true. In this session we will discuss three separate aspects of engagement, how coaches should use different engagement diagnostics and how to interpret real data from multiple companies. I will help coaches understand what engagement data is telling us and, perhaps more importantly, what it isn’t.
After participating in this workshop, participants will:
- Understand that engagement and performance are part of a connected management system. While increased engagement is clearly valuable, we will discuss whether engagement correlates with performance or if it causes performance. We will also explore the impact of performance on engagement. Participants will learn that while performance does indeed impact engagement, the inverse is not always true.
- Understand that there are several distinct elements of engagement and how they should be measured. We will discuss three aspects of engagement in this session and how best to diagnose them:
1. Work engagement
2. Personal development
3. Team performance
- Understand how to dig deeper into engagement survey data.