Appreciative Leadership: Enhancing Employee Engagement
|Course Name||Appreciative Leadership: Enhancing Employee Engagement|
April 27, 2017 - April 28, 2017
Thursday - Friday
9:00 am - 5:00 pm
There is really no single, universally accepted definition of employee engagement. This presents a great opportunity to figure out what engagement means for a certain organization and how to best develop and improve employee engagement in the workplace. Moreover, the world has changed. Approaches to leadership in the past, especially in terms of enhancing employee engagement, do not address the needs of today, the strengths-based approach does.
Appreciative Leadership: Enhancing Employee Engagement is designed to provide an understanding of employee engagement and your role in improving engagement as a leader. It also intends to give basic concepts and skills in applying the strengths-based approach to developing and enhancing employee engagement in organizations.
After the course, you will:
1. Define employee engagement in the organization;
2. Understand the link between engagement and organization performance and outcome;
3. Apply the strengths-based approach to employee engagement; and
4. Share individual commitments and able to design an engagement plan for the organization.
|Who should attend||
Line managers with a great desire to further develop their leadership skills, high potential talents preparing for management/leadership roles, and new line managers and supervisors.
I. Employee engagement
A. Brief history
C. Links of engagement to business
performance and outcomes
D. Degrees and drivers of engagement
E. Approaches to employee engagement
II. The new language of organization and leadership
A. The leadership challenge
B. The three spheres of influence
of the manager as a leader
C. Leadership attributes leading
to employee engagement
D. Changing approach to change
III. Leading positive performance
A. Formative ideas about strengths-based approach
B. Five relational strategies
IV. Commitments: Building the best
engagement plan for the organization
A. Individual commitment
B. Commitment to the organization
|Dr. Rosario C. Alzona||
is an independent organization development consultant. Some of her responsibilities include: organizational assessment, culture management, change management, strategic operational planning, procedures formulation, and learning & development.