Over the course of a year, we worked with UK Building distribution giant Jewson to redesign their organisational system.  Starting with the Executive Team we reshaped their competitive strategy, focusing on a re-defined customer value proposition. 

With this new focus, we worked alongside front line leaders, functional experts and specialists from parent company, St Gobain, to design a comprehensive organisational system to deliver a market-leading customer experience.  This redesign aligned the structure, roles and capability of Jewson People, as well as the business’s policy and procedure, technology and infrastructure and most importantly the front line habits and behaviours; all in purpose of their strategy of customer intimacy.  We also worked with the leadership team to create a governance system through the business enabling them to prioritise key performance indicators that focused leadership attention from the boardroom to the local branches.  Through patiently engaging and involving a large group of colleagues, Jewson were able to pilot this new organisation design in four pilot ‘branch clusters’ allowing the design to be finally iterated in advance of a national roll out to their national local business network. 

Ed Smith, the Jewson Business Development Director, and programme lead said ‘Unleash & Engage have helped us to make clear strategic choices in our business strategy, and have worked with us to reshape our business in support of its delivery.  Their expertise in engagement has helped us reshape their habits, meaning that from large scale issues such as business structure to small but crucial habits such as customer greeting our whole business system is now operating with one purpose’

We are proud to have contributed to 6,000 Jewson colleagues focused on offering a superior experience for their local builder customers. 

There is no magic wand or quick fix for Operational Excellence, nor can somebody else put in the hard miles for you and hand you it on a plate.  What we have managed to do at Unleash & Engage is distil the very essence of Operational Excellence, built a 12-week deployment model around this, followed by a three-month sustainment phase where the new habits are embedded as being ‘the way we do things around here’

12 Steps to Achieving Sustainable Operational Excellence.

Our Sustainable Operational Excellence model consists of 12 steps in 12 weeks and is guaranteed to deliver a 20% productivity improvement. 

The main benefit we see when we work with teams is that the level of engagement goes through the roof when people are unleashed from the box that the organisation has put them in (whether intentionally or not).  This is the most satisfying part of our work and the reason why we do what we do.

Once we reach the targets that we agree at the outset, we don’t stop making progress. In our most recent engagement with a large multinational company, we achieved more than double our target levels of improvement – measured during weeks 8 – 12 of the engagement.  One of the client team members said “I’ve been involved in LEAN projects and other improvement stuff, but this is the first time I’ve seen something that’s truly transformational.  What we’ve achieved in such a short amount of time is amazing”.

Our approach contains a number of simple tools, which when combined with leadership coaching, and deployed in just the right way, produces really amazing results.  We have made it successful in project teams, transactional functions, finance teams, sales teams, white collar, blue collar, distributed teams and design teams.

None of the steps are scary and taken in isolation, they can even appear trivial. However, when built together, with the involvement of the team, and the time and commitment from the front-line Manager, the results can be truly staggering. Find out more cContact Unleash & Engage.

A leading thinker and practitioner of Lean, DW Support Services approached Unleash & Engage founder; Mark Gregory to speak about Transformational Change in Real Life.

Mark provided a pre-dinner motivational speech giving practical insights on leading transformational change.  Focusing on Difference, Logic & Emotion, Involvement, Engaging & Communicating, creating new sustainable habits and dealing with loneliness.

When Mark talks about transformational change it doesn’t follow the usual leadership textbook but instead the Unleash & Engage proven approach to achieving real sustainable change and operational excellence and how this approach can be applied in real life.  To find out more contact Mark Gregory.




Ever since Toyota made great strides in business performance using their ‘Lean’ approach the manufacturing industry has been trying to work out more about ‘Lean’ and how to capitalise on this approach.

Founder of Unleash & Engage Mark Gregory developed his early career at Toyota where he undertook their renown ‘Lean’ programme in Japan. Now a leading authority on ‘Lean’, Mark works closely with large organisations to help them understand Lean and achieve sustainable operational excellence.

Speaking at the Lean European Manufacturing Conference, Mark’s ‘Lean Engagement’ keynote presentation dispelled the common myths about ‘Lean’ providing powerful insights into ‘Lean’ as an employee engagement philosophy.  Giving clear examples of the work Unleash & Engage do using ‘Lean’ philosophy to help large complex organisations achieve true engagement and how this is a key enabler to sustainable operational excellence.

When Mark talks about ‘Lean’ it’s always a great success.  If you want to know more about ‘Lean Engagement’ and what this means in relation to Sustainable Operational Excellence, then please contact Mark Gregory



A leading speaker on Transformational Change, Mark Gregory presented at a James Walker dinner on Transformation Change in Real Life. Sharing practical insights to leading transformational change.  Focusing on Difference, Logic & Emotion, Involvement, Engaging & Communications, New Habits and Loneliness.

When Mark talks about transformational change it doesn’t follow the usual ‘textbook approach’ instead he explains the simple but effective Unleash & Engage system to achieving real sustainable change and how this approach can be applied in both your work and personal life.  To find out more contact Mark Gregory.


A leading speaker on Sustainable Operational Excellence, Mark Gregory presented at an Academy of Service Excellence conference on Transformational Change in Real Life.

Mark’s keynote presentation shared practical insights on transformational change.  Focusing on Difference, Logic & Emotion, Involvement, Engaging & Communicating, creating new Sustainable Habits and dealing with Loneliness.

When Mark talks about transformational change it doesn’t follow the usual ‘textbook approach’ but instead he brings to life for the audience the Unleash & Engage proven approach to achieving real sustainable transformational change and shows how this approach can be applied in both your work and personal life.  To find out more contact Mark Gregory.

A leading speaker on Sustainable Operational Excellence, Mark Gregory presented to the Warburtons Annual Leadership Lunch & Awards Ceremony on Leadership & Engagement.  Sharing practical approaches to leadership for employee engagement.  Focusing on Difference, Logic & Emotion and Involvement.

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


‘How was work today?’ One of the most common questions asked when someone arrives back home in the evening. Your staff will naturally be talking honestly and openly about work to their friends and family, maybe even their co-workers but do they talk honestly to you?

The answer is no doubt something close to ‘probably not’. There are many barriers that will prevent a true, mutual trust conversation between you and your team. So how do you get the real answers?

Our employee engagement programs are a great way of understanding your teams real thoughts and opinions. We have now taken this one step further in developing the revolutionary new conversation generating StaffTalk365.

StaffTalk365 is a smart phone and tablet application that your team members download on to their devices. The app is easy to navigate and hugely engaging, without being intrusive. Staff can respond to a series of simple of questions with their responses being presented back in real-time, 24/7, through an engaging easily digestible charts and figures that you can view at anytime. The data is anonymous to protect the team members but it gives you an amazingly powerful insight in to how your team are feeling, how they managing situations, etc. You can then use this information to enhance the work experience or change your strategy.

StaffTalk365 has a huge range of benefits that will make a game changer for any business looking to truly understand its employees.

We are currently offering a free StaffTalk365consultation to any company interested in developing their employee engagement. If you are interested in finding out more, contact Mark on 07793 422 438.


Here’s a depressing fact – British workers are the least productive in Europe. Add to this that we also work the longest hours and the picture looks pretty bleak.

Article by Greig Walker:

Why is this?

The answer may surprise some of you – it’s because of their Boss. That’s right – you!

Still with me? OK, when we get promoted, often two things happen. Firstly, we feel recognised for the hard work that we’ve put in, which makes it highly likely that we will put even more hard work in – this is just human nature. Secondly, we get invited to a lot more meetings, which gives us less time to do the (additional) work we now have on our plate.

When these things collide, then we work longer and harder on our own work, to the detriment of the entire team that we’ve been promoted to lead/manage/oppress.


What can we do about it?

The good news is that we can shift this situation to a better place; creating more time for ourselves, making work a better place to be and getting more of the right things done into the bargain.

There are three key ingredients to increasing the productivity of any team, whether it be in an office or in a factory; Structure, Visibility and Culture.

  1. Structure

Regardless of how creative your industry or job is, providing a degree of structure for your team will help them get things done quicker in the right order.

The starting point for this is building your daily schedule. Get time blocked out for the things that really matter to you – seeing your family, doing exercise, date night – the really important stuff. Once these ‘rocks’ have been laid down in your schedule, be kind to yourself and do not allow them to move. Ever.

Next, set aside time blocks for checking (without responding), responding to and filing emails – this should never exceed 2 hours per day. Check your response to this point and let me ask one question – if your house was on fire and you needed the Fire Brigade, would you send them an email?

The next, most important thing to set aside time for, is spending time with the team – in time blocks to suit your energy levels, between 2 – 4 hours per day. Every day.

Amongst the first work appointments in your schedule should include a focused conversation with your team about the work from yesterday and the work tasks for today. This ensures everyone is on the same page about what is required and builds a clear picture of demand and capacity.

  1. Visibility

In a factory, it is easier to see the flow of work through the process than in an office, but it’s no less important. In an office the types of things that should be made visible are; backlog, priorities, workload, problems, attendance, performance against targets, where to find things and people, who knows what.

This always starts with clearing out what isn’t needed, setting things in order, cleaning up and keeping things ‘VIP visit ready’ every single day. The next step is the introduction of traffic light colours to indicate status in the workplace, where you then introduce guidelines and rules around these indicators so as to trigger responses and actions across the team.

  1. Culture

If I can define culture simply, I would say; it’s what we do when we think nobody is watching. In the workplace, this translates as how things are done around here. If you choose not to consciously design this, then it will emerge based on the dominant characters in the team, and you may not like it.

With the time created in your schedule, use this time with the team to observe behaviours and really focus on reinforcing the behaviours that we want to see more of to create a habit loop (Craving-Cue-Action-Reward). When doing this there are a few key ingredients; 1) be around to see and reinforce the behaviour when it occurs, and; 2) reinforce individuals in a way that’s wholly suited to them, so it has the desired effect. To make this work you need to be in the workplace a lot – 30-50% of your time to be really effective.


So, how do we make Britain more productive then?

Well, starting with the first-line Managers, we teach them (in the workplace, not a classroom) how things are done around here with their team. And, as with all change, it begins with a long hard look in the mirror and admitting that there is a problem with how things are done today.

Are you ready to admit there’s a problem? Do you need help to figure out what to do next?

Contact Greig Walker, Director at Unleash & Engage on 07811 255 055

Alex recently presented to a conference of global HR Directors in New York on the Unleash & Engage 5 Key Insights on Change. C-Suite leaders from organisations such as Ford, Honeywell, Boeing, Northrup Grumman, Johnson Controls, Arcelor-Mittal and Georgia Pacific heard Alex talk about Unleash & Engage’s take on productivity and the role of true engagement.

Much of the conversation in the room centered on the paradox that despite the great advances in management science and capital investment, productivity in the US, Europe and Asia has steadily declined over the last 60 years. The biggest opportunity to drive improvement in productivity lies in engaging people, harnessing ideas and giving ownership for performance to the teams who do the work.

Alex shared with the group five key insights from the experience of Unleash & Engage:

  1. Change starts with creating a shared belief through the team: real change is only possible when there is a shared belief that the destination is more attractive than the current position and that there is a shared understanding of the journey. Too often leaders issue instructions that practices and behaviours must change, not realising that as soon as they look away we will all revert to what we have always done.
  2. Once belief exists, transformation is just a matter of changing habits: too often we tell ourselves change takes a long time, and change is very hard to achieve.  It is more effective to focus on simply changing one habit at a time – ‘culture’ is simply a collection of organisational habits.
  3. Habit change does not take long – but building habits takes intensity and frequency – nobody got fit by going to the gym once a month,  your new routine must be performed regularly and with commitment.
  4. Engagement is the route to sustainment – people protect what they build: co-creation truly is the only way to engender commitment. As the saying goes, no involvement – no commitment. If you think involvement takes more time, try disengagement.
  5. Sustainment is the route to profit: whilst top down change can deliver a short term blip in performance, sustainable change requires people wanting to maintain and accelerate improvements they have created.