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Elevating Employee-Engaged Performance requires:

Cultivation and Engagement

Engage the Leader in You


To effectively navigate today’s complex issues and opportunities requires proactive employee engagement, not just passive task assignment and completion. The future performance model is enabled by creating a network of high performance, employee engagement teams that connect to produce results. It is the power of a team that drives both success and sustained results.

Proactively develop and engage cross-functional or organizational teams to cultivate ideas, solve issues, and break down barriers to advance success. Active engagement by everyone continually stepping up and leading where they are and contributing to an employee-led team is the model for future success.


Cultivate the Leader in You

The world is more complex, the opportunities more dynamic, and performance leadership is shifting from top down to enterprise wide. To compete and thrive, each of us must lead where we are, no matter where we are

We must focus on developing skill sets, actions, and behaviors that:


Cultivating the leader in you requires continual learning, active development, and ongoing reinforcement.  Invest time each week in developing these as core competencies.


It’s your career, your performance, your legacy, in your control!


It’s time to stop managing.


Elevate engagement by supporting your employees.


There is a shift required in leadership.

An evolution in management is occurring from the old school command and control and the 70-90’s era of management by process and numbers to the next generation of leader support and guidance. Next generation performance requires next generation leadership. The old management model and its associated focus and behaviors are now becoming barriers to leading top tier performance.

It is imperative to now lead and develop the leader in everyone and stop managing. Managers must evolve from developing extensive and time consuming 3-5 year plans which become outdated in 3-5 days to inspiring and enabling with purpose and engagement. Stop telling and start asking, you will be surprised what success sounds and looks like.

To support the leader in everyone, each formal manager/leader should shift their actions and behaviors to create a culture that:


Reimagine your leadership. Start to inspire by providing a reason to believe, not a three year plan. Enable by eliminating barriers to success and engaging your people, allowing everyone to thrive. Facilitate results and success through others, don’t direct or demand it. And finally stop managing people and outcomes. Start developing people and success.


"Expect everyone to lead, give them the tools and training to lead, support them like leaders, and they will lead."


To Elevate employee-Engaged and leader supported performance, the organization must enable it.


"An organization's performance environment is the key factor to sustained employee engagement, commitment, and results."

Critical Questions for your Organization:


The performance environment, now more than ever, has an impact on the overall employee engagement, commitment and performance.  Do you have a performance environment by default? Or is it designed to enable success at every level, every day? Our proprietary Performance Environment CARE process provides the foundation to ensure ongoing clarity, alignment, proper resource allocation, and enabling actions and behaviors to deliver, and more importantly, sustain top tier performance.


The performance environment of any organization is the critical X-factor in either enabling or limiting performance and employee engagement.  An environment that continually seeks to gain and provide clarity, alignment, and resources enables the following:

  • Sustained, top-tier performance

  • Enhanced employee engagement and commitment through a dynamic work environment where people grow and thrive.

 So how much does your organization C.A.R.E?  Click to find out how to enable your organization.



Enabling Leadership

Evolve to the next generation leadership model.

Move from managing to developing.

Transition from task driven to purpose-led.

Migrate from reviewing performance to pursing performance.

Move from fighting change, to guiding change.

Enabling Performance

Lead where you are, no matter where you are.

Make things happen, don’t let things happen. (Accountability)

Engage, don’t drift.

Lead change, don’t manage it.

Cultivate relationships, not more "bits and bytes" communication.