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Front Line Leadership Module III – Motivating and Engaging

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Front Line Leadership Module III – Motivating and Engaging

Front Line Leadership is a newly redesigned, flexible, ten module program that provides new and current supervisors and managers with a toolkit of practical communication and employee development tools that reduce conflict, improve employee performance, and enhance team effectiveness. The ten four-hour modules can be offered in any combination. Each one targets a specific set of skills. This blog post is the third in a series of posts that explains each of these ten modules in greater detail. Click here to learn more about the first module, The Role of the Leader. Click here to learn more about the second module, Managing Different Personalities.

Motivating and Engaging is the third session of the Front Line Leadership Program. “Engagement” can be defined as the level of energy and excitement that an employee brings to work. Engaged employees are more productive and profitable and they are less likely to be absent from work and to quit, potentially saving millions of dollars a year. This module explores the factors that determine engagement levels and how it can impact an organization. Managers will learn about the important role trust plays in building employee loyalty and increasing performance. They will then learn ways to build trusting relationships with their staff. Specific ways to create a motivating environment are also discussed.

The objectives of this module are:

  • Understand the three types of employees found in the workplace. Employees are either engaged, not engaged, or actively disengaged. Participants will thoroughly understand the mindset of each type, discovering the reasons for each way of thinking.
  • Explore the reasons employees disengage from their work and the organization. While there are a few possibilities, the most common reason for disengagement is the relationship an employee has with his or her immediate manager. Therefore, it is incredibly important that managers know how to motivate and engage their staff.
  • Identify the six core needs employees have for satisfaction in their job.  All engaged employees have each of these needs met by their employer. Supervisors should thoroughly understand and consistently meet these needs.
  • Learn the behaviors that trusted leaders demonstrate. Managers can build trust through their behavior. For example, they should set clear expectations for their team members and show accountability for their mistakes. A list of 13 specific behaviors is discussed and participants then evaluate ways in which they can improve at building trust among their employees.
  • Explore tools that help assess employee satisfaction in the workplace. These tools can be brought back to the workplace and shared with staff members to allow each manager to assess current satisfaction levels on his or her team. The results will show potential areas to improve using the strategies presented during this module.

For more information about how the Front Line Leadership Program can transform your organization or for pricing information, contact Robert Winter at 832-483-5535 or fill out a contact form on our contact page.

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