Organizational change appears to be the only predictable element in leadership today. The scope and nature of change, however, continues to evolve. Engagement is the new organizational imperative and is foundational to making change work.
People who are disengaged, who are just going through the motions at work, have little interest in ensuring successful change. For a number of years, demographic projections have suggested that we will be facing extreme labour shortages, particularly in the arena of knowledge workers. The emerging challenge however, is that even when you can enlist employees, they are often not fully engaged in the work that they do. The issue is not so much one of labour shortage, but rather one of “engagement shortage.”
While all of us can identify a disengaged employee, it may be much more difficult to recognize the drivers of this behaviour.
For over twenty years we have been studying engaging organizations and talking with people about the working conditions that enable them to engage more fully, and have noted a remarkable pattern in their responses.
We feel that coaching can be of tremendous help to organizations in their quest to build healthy and engaging environments.
Through coaching, we can help you build engaging organizations that are creative, dynamic, and flexible in the face of change, and act as a magnet for talent.
An engaged workforce is the new competitive advantage.
