Our ongoing research consistently tells us that Engagement, one of the Six Leadership Attraction Powers, is the the lifeblood of coaching effectiveness. When leaders regularly engage employees in feedback in the form of reinforcement and redirection, they are twice as likely to report to researchers that they prefer to stay and work with that employer. Put the other way, they are twice as likely to leave if they don’t.
Prompt and properly delivered positive recognition and corrective direction increase productivity and revenue. The absence of same actually makes employees feel as though they are underpaid. Furthermore, the trust that follows Balanced Engagement improves performance, camaraderie, and workplace satisfaction.
For these reasons, leaders who can recognize the need to engage employees with feedback and deliver it properly, provide their organizations with substantial competitive advantage. But like all Attraction Powers, leaders can easily slip into too much or too little Engagement.
Too much Engagement creates a fun, non-threatening environment. Leaders who rely too heavily on creating excitement with an extreme focus on enthusiasm and their outgoing personality can often close off the opportunity for employees to enter into serious dialogue. Those who fail to engage squander the most effective coaching tool available to an organization.
Again, balance is key. To begin to understand where you and your leaders fall on the Engagement scale, take our free Mini Leadership Attraction Profile. We focus on all six Attraction Powers, including Engagement, in our open-enrollment Leadership Attraction Powers Workshops.
If you can’t wait for one of our open-enrollment workshops, don’t hesitate to engage me at email@example.com or 972-608-0400.
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