Employee Engagement: Leadership to Engage Hearts and Minds
4.6 (8 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
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Employee Engagement: Leadership to Engage Hearts and Minds

17 Tools to Improve Your Team Management and Build Employee Engagement
Hot & New
4.6 (8 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
100 students enrolled
Last updated 6/2020
English [Auto]
Current price: $69.99 Original price: $99.99 Discount: 30% off
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This course includes
  • 3.5 hours on-demand video
  • 6 articles
  • 31 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • 17 usable tools and practices to increase the motivation, commitment and engagement of your team members
  • The core elements of a successful team or work group and how to use these elements to improve your team
  • The dimensions and balance among five high performance leadership roles
  • How to build a stronger and more effective team or work group
  • A big picture view of your team and how to work "on" systems instead of "in" systems
  • Increase the engagement and commitment of your team members by involving them in meaningful decisions
  • How to spend more time in value-added activities and less time fighting fires
  • Improve your teams processes and systems so they are not only more efficient today but more capable in the long-run
  • Build a positive team climate
  • Build a team vision (mission, principles, and goals/metrics) and link your team to the strategy of the business
  • Mentor team members and expand the scope of what they can do
  • Create your own professional development plan
  • Desire to improve your leadership skills
  • Desire to improve the functioning of your team/staff

Welcome to my course on building employee engagement and getting more from your team or work group.

Yankelovich and Immerwahr have reported that only 23% of employees say they work at their full potential. Forty-four percent report that they only work hard enough to keep their jobs. And 75% say they could be significantly more effective in their jobs.

And you may be familiar with the Gallup organization which has conducted massive surveys on employee engagement each year since 2000. These surveys tell us that, on average over the last 20 years:

· 30% of employees are engaged (or emotionally invested) in their work.

· 53% of employees are disengaged, meaning that they come to work to collect a paycheck but lack commitment.

· 17% are actively disengaged meaning that they may say and do things that are actually harmful to the business. They often create a toxic environment for other employees.

Employee Engagement

Employee engagement is the emotional investment employees make in their organizations. It has to do with passion, involvement and commitment they bring to their work. Engaged employees care about their work and they care about their team or organization. They want to do their best and make a difference to their organizations and the customers they serve.

And, doesn’t it stand to reason that those companies who have an engaged workforce are going to outperform those who do not? Research shows that companies with a highly engaged workforce have:

· 37% less absenteeism

· Up to 65% lower turnover

· 41% fewer quality problems/complaints

· 10% higher customer ratings

· 21% higher productivity

· 22% higher profitability

Purpose and Benefits

The purpose of this program isn’t to teach general theories of leadership but rather to give you specific tools or practices to build a strong team and increase the engagement and commitment of your employees. You’ll find the practices I teach to be concrete and doable and not theoretical.

Let me share a bias. Most employees want to succeed. They want to contribute and make a difference. And it’s our job as leaders is to make this possible by empowering them to use their intelligence and creativity to make decisions, solve problems and contribute to the overall success of the business. The tools I’m offering you will show you how.

The course should enable you to:

· Spend less time fighting fires and more time leading

· Understand the core elements of team success

· Utilize five leadership roles to improve how you manage your team

· Create a climate in which people are more likely to give their best

· Shift your focus from working “in” systems to working “on” systems

· Build a stronger and more effective team or work group

· Use diagnostic questions to assess your team and know how to make them better

· Take a big picture view of your team as you learn to “lead from the balcony”


So, here’s what we’re going to cover during the course.

First, I’m going to present a team model to help you better understand the key factors in the success of any team or work group. These elements are critical to understanding your team and, therefore, critical to your success as a leader.

Second, I’m going to teach you the five leadership roles and how these roles relate the key elements of the team model. You’ll become a better leader, supervisor, or manager as you understand and incorporate these roles and practices into your day-to-day behavior.

Third, this is the heart of the course. We’ll do a deeper dive into the specific practices of each of the leadership roles. I’ll be giving you a number of tools related to each of the roles that will help you a high performing team and increase employee engagement and commitment.

Fourth, I’ll have you do an assessment of yourself, which of the leadership roles you typically use and which you’re most likely to neglect.

Finally, you’ll create an improvement plan to become stronger in those roles or practices that you underutilize. The entire purpose is to strengthen you and help you grow as a leader, so you provide better leadership to your team.

However, I also need to tell you that this is not abracadabra. There are no magic formulas or quick fixes to engage your work force. Employee engagement is not simply a program or initiative. It isn’t one more thing to put on your plate or add to an already busy schedule. Employee engagement is a paradigm, a way of thinking about people, how work is organized, and the role of leadership. It is how you go about the everyday business of leading your team, staff, or workforce.

My name is Roger K. Allen and I’m pleased you’ve decided to join me in this course to become a better leader. I want you to know that I don’t take for granted the trust you’re placing in me as your guide in this journey. The concepts I’m bringing to you come from my 25 years of consulting and training experience. I’ve worked with thousands of leaders from every type and size of business. And the concepts I teach are popular. I’ve certified over 1500 trainers and consultants from around the world to use the leadership and team development concepts I teach.

Who this course is for:
  • Anyone who leads a team, work group or staff of any size
  • Leaders, managers and supervisors in any size organization
  • Those who aspire to be leaders in the future
Course content
Expand all 41 lectures 03:17:22
+ Introduction to Employee Engagement
4 lectures 23:08

This lecture will introduce you to the content of the course as well as the flow and organization of course topics.

Preview 07:04

I want you to get the most possible value from the course. Here are some tips to help you do so.

Tips to Get the Most from the Course

You may find it helpful to let your manager know you're going through this course since he or she has an interest in your ongoing development. This lecture gives you several different levels of manager involvement, depending on how much you want him/her to be involved.

Involve Your Manager

In this lecture, I tell you how a team I led taught me the importance of employee engagement (before the term was popular).

Preview 05:00
+ The Team Model
5 lectures 20:58

Learn the core elements of building team success--the mission or why the team exists; the design or what it does and how it organizes to accomplish it's mission; and relationships or how the team members communicate and work together to accomplish their mission.

Preview 05:06

The balcony is a metaphor for understanding your relationship to your team. You'll improve your team leadership (supervision or management) and add greater value to your team as you observe the day-to-day flow of work from "the balcony."

Leadership from the Balcony

The best leaders (supervisors/managers) not only solve problems and manage the flow of work but also improve the methods, tools, and systems that enable their people to succeed. This, not day-to-day work, is how you add the greatest value to your team.

Working "On" not "In" Systems

You move up to the balcony as you learn to ask the right questions. I offer you questions related to the three elements of the team model that will help you diagnose the current functioning of your team and understand the next steps in their development.

Moving Up to the Balcony

Identify your insights and apply the concept of leading from the balcony to your team.

Application Assignment: Leading From the Balcony

The purpose of this quiz is to review your understanding of the team model.

Section Two Quiz: Understanding the Team Model
4 questions
+ The Five Roles of Leaders
5 lectures 17:12

You'll understand two of the five roles, those that we most often associate with good management and supervision.

The Traditional Roles: Technician and Manager

In this lecture, you'll improve your people management by gaining insight into how using the roles of trailblazer, architect, and coach can make you a better leader.

The High Performance Roles: Trailblazer, Architect, and Coach

I qualify the five roles and make distinctions to help you deepen your understanding and help you improve your management of people.

Understanding the Five Roles

Learn how the five leadership roles fit with the team model we discussed in section two.

The Five Roles and Team Model

You'll gain insight into how you allocate your time between the five roles today and how you believe you could more productively spend your time in the future.

Application Assignment: How I Spend My Time

The purpose of this quiz is to help you recall and deepen your awareness of the five leadership roles.

Section 3 Quiz: The Five Roles of Leaders
4 questions
+ Trailblazer Practices
7 lectures 35:58

This lecture is an overview of many of the practices of the trailblazer as leader.

Introduction to Trailblazer Role

One practice of the trailblazer is to help one's team or work group understand how they contribute to the vision and strategy of the larger organization.

Preview 06:43

One important practice of the trailblazer is to ensure that the team has their own clearly defined purpose as well as guiding principles or team norms. I give you a process for accomplishing these objectives in this lecture.

Creating Your Purpose and Guiding Principles

A good team looks upward and outward. It knows what is happening in the external environment so it can continually adapt to changes and, thereby, remain relevant to customers and stakeholders.

Understanding the Environment

Excellent teams or work groups know how to create a larger vision that inspires them to achieve new heights. You'll learn how to do this by going through this lecture.


You'll learn how help your team convert a vision into concrete and doable goals.

Translating Vision into Goals

This is an exercise to assess your leadership as a trailblazer, your strengths and weaknesses and areas for improvement.

Personal Assessment: What Do You Do as a Leader Trailblazer?

Test your knowledge of the Trailblazer as leader.

Section 4 Quiz Trailblazer Practices
4 questions
+ Architect Practices
8 lectures 35:36

This lecture is an overview of the kinds of practices used by leaders as architects. Leaders not only make their teams more productive and efficient but improve morale and strengthen trust by following these practices.

Introduction to Architect Role

Architects understand the resources teams need and continually monitor and acquire these resources so their teams can be most successful.

Preview 04:04

Good leaders seek to continuously improve their teams by benchmarking the best practices in many areas of team and individual performance.

Benchmarking Best Practices

Teams face real and perceived barriers which keep them from being their best. In this lecture, you'll identify many of these barriers and learn a process for challenging and eliminating them.

Breaking Down Barriers

Some of the barriers that get in the way of team performance are conflicts with other teams or groups. In this lecture, you'll learn a method for working through these conflicts in a way that will improve your teams performance.

Improving Inter-Group Relationships

It's useful to look at work in terms of process--the interrelated steps or tasks that result in a deliverable to a customer. In this lecture, I teach you a simple method for mapping and improving your processes. Process improvement in vital to your team's success.

Improving Processes

One of the main roles of a leader as architect is to analyze and improve the systems which support a team in accomplishing it's work. You'll learn a method for evaluating and making improvements to your systems and processes. Focusing on process improvement is one of your most important tasks as a leader.

Improving Systems

This is an opportunity to reflect upon the tools from this section of the program and determine how you might incorporate them into your leadership behavior. 

Personal Assessment: What Do You Do as a Leader Architect?
Section 5 Quiz Architect Practices
4 questions
+ Coach Practices
7 lectures 44:54

This lecture is an overview of the coach role. You'll learn the tools and practices which leaders as coaches use to improve the climate of their teams and develop and grow their team members. One of your most important roles is to develop people through mentoring and coaching.

Introduction to the Coach Role

Teams and team members can only perform at their best if they know exactly what is expected of them. This lecture will talk you through categories and questions to make sure your team members can perform at the top of their abilities. 

Set Standards and Expectations
Give Performance Feedback

Active listening is one of the most important skills a leader, at any level, can develop. I'll talk about the importance of listening and teach you the steps of effective listening so you can build greater rapport and better relationships with your team members.

Active Listening

Through mentoring, you help your employees improve their skills and abilities and prepare them for future responsibilities. I'll give you a process for holding mentoring conversations during this lecture.

Mentor Your Employees

Empowering your employees is expanding the scope of what people do and helping them make more meaningful contributions to the team/organization. This is more than delegating but is providing the clarity, resources, skills and authority they need to take on additional responsibilities.

Preview 11:24

This assessment will give you insight into ways in which you can improve your leadership as a coach.

Personal Assessment: What Do You Do as a Leader Coach?
Section 6 Quiz Coach Practices
4 questions
+ Setting Goals
3 lectures 11:37

In this lecture, I help you understand the process for translating what you've learned about the three high performance roles into an action plan to become a better leader.

Improvement Planning

In this exercise, you'll identify between three and five areas you want to make improvements as a leader.

Application: Identifying Areas for Improvement

In this lecture, I'm giving you a detailed template to convert areas for improvement, from the last exercise, into tangible and doable self-improvement goals.

+ Summary and Conclusion
2 lectures 07:57

I review the major concepts from the course in this lecture, as a reminder and way of putting it all together. My intent was to do a wrap-up and help keep the content fresh in your mind.

Summary and Conclusion

Of course, leadership is an ongoing process of continuous improvement and so, in this short lecture, I'm offering you next steps and additional content to continue growing as a leader.

Bonus Lecture