Leading for engagement requires appealing to employees' sense of ownership and empowering different levels of autonomy, from taking direction to making independent decisions. Engaged employees are 31% less likely to turnover, and lead to 12% higher customer satisfaction, productivity, and profits. As a leader, determining challenges, opportunities, and capabilities for change while communicating desired outcomes and addressing feelings will help coach employees for higher performance. The key is for leaders to invest time communicating regularly and getting feedback to engage employees.

2. What does it take to engage employees for winning performance?

3. The Higher Law: When you appeal to the highest level of thinking you get the highest level of performance.

4. The Key Objective: Engage employees through a culture of ownership and lose the employee mentality

6. The value of employee engagement: More money, more time and less stress

7. The Solution: Under your control

8. What are the elements of leading for engagement?

9. The Central Issue: Leading others is more about feelings and less about facts. We need to ask the audience to understand the audience.

10. The Goal: Empowerment Act as an owner

11. The Five Levels of Empowerment: Level 5 – Wait to be told Level 4 – Ask for permission Level 3 – Make recommendations Level 2 – Take action & report back ASAP Level 1 – Take action & responsibility

13. The Contribution: Show people the connection of their role to the big picture, how their actions create value in the customer equation, and how their work is important

14. The Delegation: How work is transitioned is vital for success. The number one challenge for most professionals and managers is how to delegate effectively.

15. The Ceiling of Complexity Ceiling of Complexity

17. The Feedback: Regularly and candidly communicate with people how they are doing, what is working and where improvement is needed.

18. Hope is not the answer. Hope is not the answer. www.bluteaudevenney.com

19. “ The leader of the past knew how to tell. The leader of the future will know how to ask.” Peter Drucker

20. Take a consultative approach to engage and invest employees.

21. As a leader, you need to determine: What are the challenges and blocks for people to change? What are the opportunities to the change? What are the capabilities needed for people to support the change?

22. As a leader, you need to determine: What are the results and outcomes desired from the change? What are the feelings from the change?

23. The foundation of engagement is the ability of leaders to communicate effectively and consultatively to coach the performance of others for success.

24. The Higher Law: When you appeal to the highest level of thinking you get the highest level of performance.

25. The solution to employee engagement is under the control of the leader: Invest time and communicate.