Organisations wishing to improve performance are recognising the necessity to engage with their staff. Engagement has been identified as been key to both team and organisational performance. Engaged employees are generally more productive and effective. Organisations have started to use interventions such as coaching which support engagement.
Managers are tasked with considering the three areas that they have responsibility for: task, team and individuals highlighted by John Adair and his theory of Action Centered Leadership.
As a leader where do you spend most of your time? Many leaders spend most of their time managing the task. Inclusive leadership places emphasis on the people and individual side of management which in turn increases engagement and therefore performance. Inclusive leadership also relates to increasing engagement with difference in teams.
Difference may relate to the characteristics identified in the Equality Act 2010. However, diversity takes many forms, so difference also relates to other visible and invisible differences such as: personality, values, dress sense, culture and appearance.
This programme is suitable for leaders who wish to increase their engagement with their team. This in turn improves team culture, relationships with individuals and overall performance.
This programme aims to support managers in identifying strategies to increase their people engagement, increase mutual trust and enhance performance.
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