Here’s my answer:

‘We help people to change their habits: Unleash & Engage helps people understand why they behave the way they do, helping them to see what the future could look like, coaching them to create new habits, and then working alongside them to embed these habits, instilling the desire to continually improve the habits incrementally day on day.’

The results are sustainable because if people design and implement the changes themselves, they will sustain the changes: ‘People Protect What They Build’.  That is what real engagement looks like!

Those changes then manifest themselves in vastly increased productivity (by whatever measure you choose to use) and increase in engagement.

We Unleash the Engagement!

Sounds easy? Changing habits requires intensity and frequency but habits can be changed quickly.  We typically expect to see results in just six weeks.

Many organizations are grappling with significant decisions about technology direction or investment in plant and equipment in order to improve their productivity. Before going down this route, they should carefully consider if they really are providing their employees with the framework to be truly engaged and as productive as they can be.

Unleash & Engage have developed a proven 12 step process which enables organizations to achieve Sustainable Operational Excellence and massive productivity and engagement improvements in just 12 weeks. See the next post ‘SOE in 12 Steps Series’ to learn more.

Being involved in the expansion of Unleash & Engage into the United States is the realization of a long-held dream. As CEO, North America, it is an honor and a privilege to be working in a country that holds strong to the belief that anything is possible. And, as a native Brit, I am proud to have called this country my home for the past 10 years.

The culmination of my many years of experience as a senior manager across many sectors of global automotive OEM’s has fully prepared me for this exciting adventure. Importantly, this experience means that I have “walked in your shoes” and know first-hand the types of challenges faced by today’s business leaders.

For our future clients, the timing of our expansion presents significant opportunity. In the industrial sector, whilst unemployment is at a 50-year low, vehicle sales (a perennial indicator of a buoyant economy) are experiencing a significant downturn after years of continued growth. Similar trends can be seen across all sectors from manufacturing to the service industry. This “productivity gap” means business leaders face difficult decisions about how best to direct investment to protect future growth, improve competitive edge and manage risk.

At Unleash & Engage, we believe the true route to achieving sustained operational excellence is through great employee engagement, organizational development and lean sustainment. Our approach is different because it is predicated on the belief that sustained change comes as a result of that change being designed and built by those who participate in the new way of working. In other words, people protect what they build.

I look forward to collaborating with our future clients here in the US and can’t wait to see the tangible and sustainable results we can achieve by working together. It is not uncommon for our clients to reap a minimum of $3 reward for every $1 they spend with Unleash & Engage, and whilst many consultants promise change, how many actually deliver?

Being involved in the expansion of Unleash & Engage into the United States is the realization of a long-held dream. As CEO, North America, it is an honor and a privilege to be working in a country that holds strong to the belief that anything is possible. And, as a native Brit, I am proud to have called this country my home for the past 10 years.

The culmination of my many years of experience as a senior manager across many sectors of global automotive OEM’s has fully prepared me for this exciting adventure. Importantly, this experience means that I have “walked in your shoes” and know first-hand the types of challenges faced by today’s business leaders.

For our future clients, the timing of our expansion presents significant opportunity. In the industrial sector, whilst unemployment is at a 50-year low, vehicle sales (a perennial indicator of a buoyant economy) are experiencing a significant downturn after years of continued growth. Similar trends can be seen across all sectors from manufacturing to the service industry. This “productivity gap” means business leaders face difficult decisions about how best to direct investment to protect future growth, improve competitive edge and manage risk.

At Unleash & Engage, we believe the true route to achieving sustained operational excellence is through great employee engagement, organizational development and lean sustainment. Our approach is different because it is predicated on the belief that sustained change comes as a result of that change being designed and built by those who participate in the new way of working. In other words, people protect what they build.

I look forward to collaborating with our future clients here in the US and can’t wait to see the tangible and sustainable results we can achieve by working together. It is not uncommon for our clients to reap a minimum of $3 reward for every $1 they spend with Unleash & Engage, and whilst many consultants promise change, how many actually deliver?

“Unleash & Engage really helped us to unleash the potential in our great team.  The approach taken has received fantastic feedback, the teachers feel it’s theirs because it is.  This approach is different to how the archdiocese has previously worked with other consultancies and shall be the approach taken for all future work.

The time we had with Unleash & Engage was highly productive and most importantly we’re confident that the work we did together will be sustained by the considerable number of stakeholders we developed during the process and their belief and trust in the new framework. I would highly recommend Unleash & Engage.”

Tim Warren, Director of Education, Archdiocese of Liverpool Primary School Improvement Trust (ALPSIT).

 

The brief

The Archdiocese of Liverpool Primary School Improvement Trust (ALPSIT) wanted to support the development of teaching talent throughout their 185 primary schools, to increase teacher retention levels and develop more Head Teachers from within.

 

The starting point

Every Head Teacher and school worked in isolation, so teachers were being measured & developed very differently across the Archdiocese.

Identifying aspiring Head Teacher’s to take on new positions was difficult across the region with very few applications from within.

 

What we did

Inspired Head Teachers to join a working group to create a systematic, transparent framework to help develop employees at all levels.

Facilitated the working group to undertake a peer review to refine the framework and encourage contribution.

Supported Head Teachers to launch new Talent Development Framework to 185 primary schools and provide coaching support as the framework is implemented in schools.

 

The results

The Talent Development Framework is now in place for all Primary Schools in the Archdiocese and the working group are providing support and coaching to other Head Teachers to help them use it well.

 

The legacy

A way of nurturing talent at all levels is now available across the archdiocese providing a transparent path for all teachers to develop their careers both within a school and across the archdiocese.

Support, performance feedback and coaching are in place through the framework for those aspiring to become Head Teachers within the archdiocese.

Founder of Unleash & Engage, Mark Gregory, is a leading thinker and practitioner of Employee Engagement, so it was a natural fit when Kent County Council approached him to speak at their Employee Engagement Conference.

Mark’s keynote presentation titled the ‘Employee Engagement Conundrum’ gave practical insights into the key enablers of employee engagement.

Mark is a regular keynote speaker on the topics of Lean, Leadership, Employee Engagement, Business Transformation and Sustainable Operational Excellence.

When Mark talks about achieving any kind of transformational change he doesn’t follow the usual ‘textbook approach’ but instead the Unleash & Engage way to achieving real sustainable change and operational excellence and how this can be applied in your work and personal life.  To find out more contact Mark Gregory.

 

 

Working with the Couravel Leadership Team we Designed and delivered a value stream mapping programme for use within their client base. This enabled them to establish a complete market offering delivering interstate value adding processes and robust implementation plans within complex organisations.

A Value Stream Mapping ‘Train the Trainer’ Programme was then designed and delivered to train a number of key individuals to lead and run value stream mapping workshops throughout the organisation to enable all employees to understand and participate in the process to achieve optimal results.

By why, I don’t mean profit, that’s the result. By why, I mean what’s your purpose why are you doing what you do?” Simon Sinek

Article by Mark Gregory:

Over the years I have been involved in many change programmes both on the receiving end of the change or leading it. When on the receiving end more often than not these programmes never quite felt right to me.

Whilst I often understood the change at an intellectual level, the logic, often presented as some output or result benefit, cost, safety, quality, delivery etc. I found the organisations involved would fire immense amounts of detail at me; facts, figures, numbers and the customer feedback all offering me the compelling case for change. I would attend briefing after briefing were these figures would be explained and justified and re-justified. I would listen to other members of staff’s frustrations overflow in the form of some debate around what was being presented which would send the leaders into a further spiral of data and number justification. Which in turn would leave the majority of the audience talking about why this would never work.

What I observed through these experiences was that on the whole people got the numbers, they got the logic and they understood the business or economic reasons, but inside they held some emotion about the presented change that they could not quite release.

My conclusion was organisations spent a disproportionate amount of time explaining the logic and relatively no time on managing the emotion around the presentation of the logic. In the worst of these experiences they completely ignored it! Leadership just closed down and any dialogue became a one-way communication channel justified by some floored logic around consultation rules. Trust me, never a good place to be.

So when leading such activities I worked really hard to allow people to feel the change as well as intellectualise it. In my view there is never one solution to this issue but you have to focus on holding the balance of logic v emotion. A few useful principles I hold dear to help in this conundrum:

  • Take time to Understand: It is not about you or your organisation but the people within it. More often and not such programmes become about the organisational needs and the people just simply get lost. Stephen R. Covey said “Seek to understand before being understood.” This is definitely the case hear, organisations just don’t spend time seeking to understand. So think hard about this principle and how to do.
  • Leaders get lost too: Not sure about anyone else but for me to engage others I have to be engaged myself. This becomes even more critical in times of change. Leaders have emotion too and very often their emotion around change is just ignored as they stop becoming real people in the eyes of an organisation and become the logic communication vehicle. So think hard about how to manage the leader’s emotion.
  • Emotion is from a different place to logic: Emotion is about that part of our brain that visualises, it is about present and future, where imagination rules. Look at the mechanisms that connect with us here. Pictures of the future, feeling based forums and discussions, consider alternative conversational methodologies application based technologies. The focus here, think hard about creating powerful images of the future, so people can see the change.

In part one I spoke about if you want a different result then do some different stuff. My experience tells me organisations who focus on both logic and emotion are doing some different stuff.

Read more…. click to see the series 1, 3, 4

Article by Mark Gregory:

As I go about my daily activity I can’t help but notice (as I am sure you can’t) the ever-increasing use of technology as part of our daily routine.

How the human race has gained a new appendage that is morphing into an extension of our anatomy, the mobile device! I was recently working in Ghana and was amazed by the prevalence of this mobile technology in areas of society where my western paradigm would of spent the funds required to operate a device on something more deserving.

The statistics that are flying around with respect to the use of this technology are also staggering. In a 2012 study by PA Consulting they concluded: Every 60 seconds on Facebook there are, 510,000 comments, 293,000 status updates, 136,000 uploaded photos. Out of 6 billion people on the plant, 4.8 billion have access to social media. 4.2 billion own a tooth brush. (not sure how they established this one, but I like it). In total 30 billion pieces of content are shared each month.

So what? I hear you say. Well the point is our use of this technology has become habitual. Morning, noon, night and every five minutes in-between. Which means there is an opportunity here to help people develop and for businesses to understand that development or for those (normally badged as finance) to assess the ROI of such development.

In my simple mind development at its core is about asking people to formulate and be consistent in the application of new habits. ‘I used to operate this way, in the future I am required to operate a new way.’ A new habit requires three elements knowledge (why do?), skill (how to do?) and attitude (want to do?).

This is why organisations like Slimming World and Alcoholics Anonymous are so successful. They do not just offer knowledge and skill but offer attitude by creating a community. The use of technology has over recent times become common place in the learning and development space with online training, webinars, surveys etc. Or in other words the knowledge and skill elements of habit generation. It is however in the attitude space the habitual nature of our technology usage can be really powerful.

For example what if I could offer my boss, my peers or colleagues real time feedback on how they are developing as a leader or conversely I was receiving feedback. What if I was able to receive helpful hints, tips, messages of encouragement or powerful stories of success on my development journey, my colleague’s development journey or my organisations development journey?

(Technically in app world known as “pushings”, when you receive data, adverts etc.). All this 24/7 with a few taps on a smart screen or laptop keyboard. Could I resist the urge to look when the little icon appears? And if I did look could it help me form and maintain the attitude to formulate and sustain new habits. My consistent mirror through dialogue anytime anywhere. I could be part of the community, the in crowd, those in the know and those who are doing it!

Article by Mark Gregory:

Webinar’s have become increasingly popular mediums for training but whenever I have attended a webinar I have left disappointed. I don’t seem to find it as easy to connect to the presenter (or perhaps their style does not suit) and the material never leaves a lasting impression. This is why when looking at online training we wanted to do something a bit different.

Unleash & Engage have teamed up with GLOE (Great Live Online Events) to create the Unleash & Engage Academy. The academy is part of the Unleash & Engage Technologies portfolio and will provide an online training platform for organizations and individuals to learn about employee engagement, lean and leadership techniques the Unleash & Engage way.

But how do our sessions differ from standard webinars?

  • Engagement – As you would expect from us, engagement is at the forefront of training. We ensure there is as much interaction and engagement as much as possible through the live online events. We have breakout rooms, polls, debates, all geared towards
  • Teamwork – Our online events always involve you, a host and a presenter so there are a number of people bouncing off each other with loads of interesting content shared.
  • Focus – All our programs are geared to achieve results and in that we know that watching the program is not enough. As well as participating in the modules, you will also be given activities and homework mid and post program to ensure you keep what you have learnt at the forefront.
  • Review – Once you have completed a session of your program you will have unlimited access to the recording and support material at our academy so you always have a reference point.

So why not join our webinar revolution! You can find out more about the Unleash & Engage Academy here.

Our next open program is ‘The Power of the A3’, watch this space for more details!

It is perhaps not the context that inspired the Beatles classic but in employee engagement, it really is all you need (well sort of)…

Article by Mark Gregory:

I was reading a really interesting and fantastically challenging article on the Forbes website recently. The article was written by a business transformation expert called Ann Latham and was entitled ’10 Reasons Your Employee Engagement Program is Hurting Your Company’. Ann goes on to explain within the article her belief that employee engagement programs are bad for business, a waste of time and drain on money. She makes some interesting and very valid points about employee engagement surveys not delivering success, however, I have to disagree with the principle argument of her article. It is not employee engagement programs that are hurting business as businesses need a framework to move their levels of maturity around this topic, it is BAD employee engagement programs. We would say that, having delivered hugely successful programs.

This is where Lennon and McCartney come in (well sort of)…

As you may or may not know, we have worked with a range of companies over a number of years, from global super brands such as Toyota to incredible medium-sized business like Datum Monitoring. Using our training and wealth of experience, we have been able to develop our own employee engagement process – the LOVE Model. We want people to say I love my job, my work, my company, my boss and I LOVE ME…

We work with the companies to look at each element of the model:

L is for Leadership – We work with you to gain a thorough understanding of the leadership and how it can be engaging. People leave bosses first and organisations second.

O is for Opinion – We look at how valued peoples opinions are and how the organisation effectively hears them. We all have an innate desire to be heard.

V is for Vision – We look at what the journey so far and what future has in store for the company and how involved team members feel in shaping that future. People protect what they build.

E is for Environment – We look at the living values and internal factors that shape engagement. Are we who we say we are?

Our understanding of each individual element comes from a number of areas, including employee engagement survey techniques. However, as Ann Latham points out, this on its own will not power change. The right questions need to be asked to the right people to ensure that we can gain enough true statistical analysis to make key recommendations. We learn and value everyone’s opinion, then use the information to help create a strategy that will shape the cultural foundation of the business.

Employee engagement is an all-inclusive process it has to be and if you want real, lasting results, it has to be done with love in mind.

If you want to know more about our LOVE Model you can contact us here for an informal chat.

Have a comment to make on this article? We would love to hear your views, get in touch via email –info@unleashandengage.com