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Team Performance

59% of employees are not engaged (aka quiet quitting) and costing the global economy $8.8 trillion.

If we understand the drivers of motivation and engagement we can influence performance. Address this correctly and you can improve well-being, resilience, productivity, and profit.

Engagement is driven by recognition and reward.

Motivation can range from extrinsic to intrinsic  and relies on meeting our higher psychological needs.

Creating a meaningful culture is about fulfilling the deep human needs of recognition, relatedness, competence, autonomy, purpose and value contribution. This leads to positive health outcomes in employees, from situations (workload, stress, challenges, etc.) that would normally produce negative health outcomes like stress, anxiety, depression, or burnout.

There is a clear difference in motivation, desire, drive, and stress tolerance when our higher semantic needs are satisfied.

Get this right and you can help your company become a better place to work and tap the enormous business potential of a purposeful workforce aligned with a value-driven organization.

The process

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Diagnose

Understand current climate

Reboot

Define culture (values + behaviour)

Software update

Understanding Coding (motivation & engagement)

Orientation

Individual Goal design

Collective purpose

Higher order meaning

Align

Internalize and integrate

Create a culture of engagement

 

Culture is the operating system of your organization. Leaders can build and maintain high-performing cultures by leading in ways that foster high engagement, commitment, persistence, and well-being. This manual is provides the framework to create the social context that will improve motivation, meaning and resilience that will impact performance, productivity, and profit. Download your free copy here.

 

 

 

Free Dowload

Enhances productivity

Purposefully engaged employees are more productive

 

People who live their purpose at work are more productive than people who don’t. They are also healthier, more resilient, and more likely to stay at the company. Moreover, when employees feel that their purpose is aligned with the organization’s purpose, the benefits expand to include stronger employee engagement, heightened loyalty, and a greater willingness to recommend the company to others.

Source: McKinsey & Company 2021

 

Engaging Employees

 

Purpose sustains engagement

 

Purpose can be an important contributor to employee experience, which in turn is linked to higher levels of employee engagement, stronger organizational commitment, and increased feelings of well-being.

Source: McKinsey & Company 2021

 

Improves health

 

Purpose reduce burnout and increase well-being

 

Dr Iain McGilchrist says that “People who report being happy but have little or no sense of meaning, have the same gene expression patterns as people who are enduring chronic adversity like loneliness, bereavement or poverty” Further research suggests that higher levels of meaning, and purpose may work as prevention against depression, stress, and burnout.

Source: Telzer et al. (2014) and Heller et al. (2013)

 

 

Motivates Employees

 

Purpose attracts and retains talent

 

Daniel Pink found that “the most deeply motivated people—not to mention those who are most productive and satisfied—hitch their desires to a cause larger than themselves.”  Among Millennials and Gen Z, that quest is more important than ever.  In fact, “deeper purpose” is now the second-most important factor when considering a new job.

Source: “Crunch Time” Study, Calling Brands, 2012

 

 

 

Orients Leadership

 

High-performing teams have a clear purpose

As Peter Drucker remarks, “The most successful company is not the one with the most brains, but the most brains acting in concert.” Nothing galvanises a leadership team like a shared intention. 73% of executives whose teams have a well-integrated purpose, says it helps them steer through marketplace turmoil.

Source: https://betterworkingworld.ey.com/purpose/how-can-purpose-reveal-a-path-through-disruption

 

 

 

 

Drives growth

Fulfilled employees deliver higher output

 

When employees feel that their purpose is fulfilled by their work, the work and life outcomes they report are anywhere from two to five times higher than their unfulfilled peers. In other words, organizations should aspire to ensure that their employees’ purpose is fulfilled at work.

Source: McKinsey & Company 2021

 

 

 

Group coaching

Create meaningful cultures of engagement

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PNI Assessment

 Diagnostic tool to determine meaning derived from the environment

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Talks

Bespoke talks can be tailored to a group’s needs and conducted in person or online.

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Team Building

We take you on a literal journey to climb a mountain and learn to overcome any challenge.

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