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Engagement Training for Leaders

July 28, 2011

Research shows that the core drivers of work engagement are “intrinsic” rewards—positive feelings about the work itself that keep employees energized and engaged. CPP author Ken Thomas, Ph.D., reveals how you can use the Work Engagement Profile to create engaged organizations beginning with helping leaders understand and internalize principles of intrinsic motivation.

Once leaders have bought into the importance of the four key intrinsic rewards, and have validated this framework against their own experience, you then can shift the focus to the intrinsic rewards their direct reports are receiving, and what the leader can do to provide the building blocks for those rewards. As a practical matter, leaders can’t address all these building blocks at once, so a vital part of the training involves helping them identify high-priority building blocks that are likely to make the largest difference in building or sustaining engagement in their team.

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