Ideal Client
The program equips supervisors, managers, and leaders with the tools to promote ongoing employee engagement and high performance.
High Engagement
Organizations with high-engagement cultures achieve greater profitability, stronger customer loyalty, and higher retention rates.
Key Leadership
The program identifies key leadership behaviors that are directly linked to high-performing teams and organizations.
Strong Impact
Consistently applying these practices leads to increased productivity, improved morale, and a stronger organizational impact.
Learn More
The program equips supervisors, managers, and leaders with the knowledge, skills, and mindset to drive long-term employee engagement and performance. Research shows that high-engagement cultures increase profitability, customer loyalty, and retention. The program features evidence-based strategies, skill-building exercises, and practical assignments.
Participants learn to turn daily interactions into effective team motivators that achieve measurable results.
Our Mission
Another unique corporate training program from Langden Knowsley (LK)
A return on investment
Organizations increase the return on investment in leadership training by tailoring the program to their specific needs.
A variety of methods
The program offers a variety of methods, including instructor workshops, peer discussions, hands-on practice, and self-study, to accommodate different learning styles.
Developing skills
Develop skills in connecting, observing, and coaching through simulations, followed by practicums with teams, without requiring additional time. Establish peer cohorts for support and integrate these activities into performance reviews.
Retaining Engagement
The program covers structures, techniques, and strategies to enhance and sustain performance after the workshop. We will focus on three areas: improving individual performance, strengthening team performance, and developing team champions to support ongoing learning. Participants have different learning preferences, including instructor-led training, self-directed study, mentoring, and experiential learning.
We will discuss how to integrate these approaches so everyone can engage with methods that suit their learning styles.
Collaboration
The primary objective is to maximize the program’s value through cohort-based collaboration. Participants identify key learnings, prioritize actionable commitments, and design strategies to maintain engagement. They complete a knowledge assessment and offer peers real-time positive feedback and suggestions. The cohort debriefs to determine which elements of the learning design contributed most to impactful learning and consider how to apply these within their own teams.
The group also anticipates challenges to sustaining new behaviors and develops strategies to address them.
Our Program
Equipping you with tools for success.
Inspiring Performance
The first session aims to build a shared understanding of how employee engagement drives high performance. Participants will explore the manager’s role in fostering engagement and review key leadership behaviors that inspire teams. The session will also focus on developing guiding principles, shared goals, and accountability structures for the 12-month program. Participants are encouraged to apply these practices within their own teams.
Leadership Impact
Participants will distinguish between constructive leadership behaviors that enhance engagement and defensive behaviors that may reduce engagement and performance. A composite report will present the team’s organizational impact, maintain confidentiality of individual assessments, and highlight collective strengths and areas for improvement. As members of the same organization, participants will build a support structure by selecting and committing to two key constructive styles for team development. The session will also focus on identifying the characteristics of high-performing teams.
Communication Tools
Highly effective leaders communicate with clear intent. This session explores two main communication categories: information gathering and information giving. Participants will assess key differences among communication tools and identify the most suitable option for each situation. Leaders choose methods that align with their goals, considering both their intent and how recipients may interpret the message. The session will also examine how subtle elements, such as tone, influence outcomes, including the differences between ‘prescriptive’ and ‘restrictive’ strategies.
Connection Meeting
This session builds on effective communication principles by guiding participants to move from sharing information to gathering insights. It introduces the second of five cornerstone techniques: the connection meeting. This method uses empathetic listening and a structured framework to help leaders engage with team members and better understand their motivators, career goals, challenges, and support needs. By identifying individual motivators, leaders can tailor coaching strategies to improve engagement and effectiveness. The connection meeting offers a practical way to uncover these drivers without requiring detailed knowledge of generational or cultural backgrounds.
Observing Performance
After establishing a connection with an employee to understand their motivation, we will observe their performance. This includes direct observation, document review, and analysis of behaviors during meetings. We will also consider peer comments, customer feedback, and performance metrics. Through three experiential activities, we will address common challenges in accurately observing performance. For example, drawing quick conclusions from a single observation or making incorrect assumptions about intent can undermine effective coaching.
Coaching Performance
This module teaches participants how to coach for higher performance using the Coaching Meeting framework. The Coaching Meeting provides a structured, accessible process that helps leaders use insights from connection meetings, observations, and assessments to motivate employees effectively. This method improves the quality of quarterly reviews, developmental conversations, and annual evaluations. The Coaching Meeting follows a four-part format: framing the meeting, needs dialogue, solutions dialogue, and meeting closure. Participants will plan and participate in role-play scenarios based on real team members they plan to coach.
We’d love to hear more about you & your business!
To learn more, please visit the Langden Knowsley website.
Ready to take your business to the next level?
Our Coaching Engagement program is designed to help you achieve your business goals.