Simplified Wellness – Workshop 5 (Elevating Engagement)

The Appleton Greene Corporate Training Program (CTP) for Simplified Wellness is provided by Mrs Sciortino Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.

If you would like to view the Client Information Hub (CIH) for this program, please Click Here

Learning Provider Profile

Mrs Sciortino is a Certified Learning Provider (CLP) with Appleton Greene. An internationally renowned author, Simplicity Expert and Professional Speaker, she spent almost two decades as a high-functioning, award-winning executive before she experienced a life-changing event that forced her to stop and ask the question: ‘What if there’s a better way to live?’.

Embarking on a journey to answer this question, she uncovered a simple system to challenge the status quo and use the power of questions to purposefully direct life.

A highly accomplished businesswoman, she is an official member of the Forbes Coaches Council, has received nominations for the Top Female Author awards, was awarded a prestigious silver Stevie International Business Women Award, named as the recipient of a 2022 CREA Global Award and has also been awarded over 20 international awards for the uniqueness of the tools and resources she offers.

Sought globally for expert comment by media, she’s been featured in podcasts, Facebook Live, YouTube, blog articles, print media and in live TV and Radio.

She works globally with corporate programs, conference platforms, retreats, professional mentoring and in the online environment to teach people how easy it is to live life in a very different way.

When not working, she can be found in nature, on the yoga mat, lost in a great book, meditating, hanging out with her husband and her house panthers or creating magic in her kitchen.

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MOST Analysis

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Mission Statement

Elevating engagement – One of the greatest issues organizations face is the lack of engagement from their workforce in the organization’s strategic goals. The workforce is more disparate than ever before and most people aren’t connected with themselves or their own lives, let alone with the aims of the organization they work for. This module takes you on an adventure into the world of engagement and explores what it is, how you can use it to support your wellness, what effective engagement looks like, how to develop it for yourself, your team and collectively for your organization, and how to create an end goal that develops intrinsic motivation within your teams.

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Objectives

01. Engagement Theory: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Engagement Theory in the Workplace: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Types of Engagement: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Stages of Engagement: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Components of Engagement: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. The 5 Cs of Engagement: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. The 5 Keys to Engagement: departmental SWOT analysis; strategy research & development. 1 Month
08. The 5 Methods of Engagement: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. The 6-Step Engagement Cycle
: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Engagement Strategies: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
11. Strategic Engagement Models: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
12. 4 step Engagement Plans: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month

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Strategies

01. Engagement Theory: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Engagement Theory in the Workplace: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Types of Engagement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Stages of Engagement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Components of Engagement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. The 5 Cs of Engagement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. The 5 Keys to Engagement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. The 5 Methods of Engagement: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. The 6-Step Engagement Cycle
: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Engagement Strategies: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
11. Strategic Engagement Models: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
12. 4 step Engagement Plans: Each individual department head to undertake departmental SWOT analysis; strategy research & development.

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Tasks

01. Create a task on your calendar, to be completed within the next month, to analyze Engagement Theory.
02. Create a task on your calendar, to be completed within the next month, to analyze Engagement Theory in the Workplace.
03. Create a task on your calendar, to be completed within the next month, to analyze Types of Engagement.
04. Create a task on your calendar, to be completed within the next month, to analyze Stages of Engagement.
05. Create a task on your calendar, to be completed within the next month, to analyze Components of Engagement.
06. Create a task on your calendar, to be completed within the next month, to analyze The 5 Cs of Engagement.
07. Create a task on your calendar, to be completed within the next month, to analyze The 5 Keys to Engagement.
08. Create a task on your calendar, to be completed within the next month, to analyze The 5 Methods of Engagement.
09. Create a task on your calendar, to be completed within the next month, to analyze The 6-Step Engagement Cycle
.
10. Create a task on your calendar, to be completed within the next month, to analyze Engagement Strategies.
11. Create a task on your calendar, to be completed within the next month, to analyze Strategic Engagement Models.
12. Create a task on your calendar, to be completed within the next month, to analyze 4 step Engagement Plans.

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Introduction

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Introduction

The fifth workshop in the Simplified Wellness Program – Elevating Engagement – focuses on understanding the role that engagement theory plays in the workplace.

One of the greatest issues that organizations face is the lack of engagement from their workforce in the organization’s strategic goals.

The workforce is more disparate than ever before and most people aren’t connected with themselves or their own lives, let alone with the aims of the organization they work for.

This module takes you on an adventure into the world of engagement and explores what it is, how you can use it to support your wellness, what effective engagement looks like, how to develop it for yourself, your team and collectively for your organization, and how to create an end goal that develops intrinsic motivation within your teams.

History

The idea of employee engagement is credited to Kahn, who published an article titled “Psychological Conditions of Personal Engagement and Disengagement at Work” in 1990.

The majority of significant digital companies that provide employee survey platforms still operate on the principles of this academic management theory.

The focus of Kahn’s article was on employee engagement and disengagement in the workplace, specifically on the “harnessing” and “uncoupling” of individuals’ self-identity from their professional duties.

His theory was that employees have aspects of their identities that they like expressing through their job performance and tasks; disengagement is the elimination of that feeling of self in their work lives, which results in work that is “robotic” and devoid of creativity and vitality.

With the creation of specialized 12- to 14-question surveys by analytics businesses like Gallup, employee engagement entered the business world. Census surveys with lengthy question sets (50-100!) quickly followed, including those by Aon Hewitt.

Beginning in the early 2000s, a technological revolution occurred, with businesses like Survey Monkey providing free tools. David Cameron created the “Engage for Success” movement in 2011, which emphasizes the connection between participation and revenue. Employee survey systems are now widely available, with the majority still emphasizing employee involvement.

Current Position

Employee engagement theory is currently in the ‘buzz word’ stage.

It has aroused interest within the scholarly world and is becoming the topic of more and more research studies that are showing the significant impact that having strong employee engagement models in place can have.

As is always the case with new models and theories, there are a number of early adopters of employee engagement models and the results they are showing are promising.

With every employer in every industry competing for a select group of quality talent, organizations are moving to try and find a competitive edge that will not only attract top employees but will make them ‘sticky’ and want to stay.

Employee engagement is on a rapid rise to becoming a ‘must have’ focus in every organization.

The success of your employees, and organization as a whole, depends on measuring and controlling engagement. Employees that are more engaged are happier, more loyal, less likely to miss work, and more productive.

Using their Q12 Engagement Survey, Gallup has tracked engagement levels globally for a number of years and has found that the most crucial elements of engagement are:

• Overall satisfaction
• Knowing what is expected
• Materials and equipment
• Doing what you do best
• Receiving recognition
• Someone caring at work
• Someone encouraging development
• Opinions counting at work
• Mission/purpose
• Commitment to quality work
• Best friend at work
• Talking about progress
• Learning and growing

When organizations get all, or most, of these components right, their workforce will have higher levels of engagement and their business will operate more efficiently.

Outlook

There are now as many definitions of engagement surveys as there are techniques for creating and measuring engagement. It’s challenging to determine which census surveys – long or short, pulse or quarterly – are the most effective.

But the future will require organizations to go further and be much more sincere. Employees are far more savvy than ever before; they know what is possible and they’re determined to find the workplace that can provide them with a culture that aligns with their needs and beliefs.