Everything we do ties to our mission of Reinventing Leadership and the Meaning of Work .TM We know how to impact your bottom lineby engaging and developing your leaders and employees.
ContentsSection 1: About BlessingWhiteSection 2: Leadership Development Executive Coaching High-Performance Culture Scan™ High-Performance Leadership Assessment™ Inﬂuencing Across the Matrix Leading in a Virtual Environment™ Leading Out Loud™ Leading Technical Professionals™ The Kai Method Senior Team Consulting Why Should Anyone Be Led by you? ™Section 3: Employee Engagement ADUKG’s Employee Engagement Model Employee Engagement Suite EE Toolkit The Engagement Equation (from Managers) Driving Engagement Helping Others Succeed ® Taking Control of Your Engagement Career Suite It’s Your Career Career Coaching for Managers The Career Portal Fast Start® MPG®: The Success Connection Putting Values into Action™
We Led the WayThat Others Now FollowWhile everyone else was talking about managingdown, managing up, managing performance,managing talent and managing change, we’ve beenhelping organizations create successful employee/leader partnerships focused on what matters most.BlessingWhite was founded on thepremise that individuals and organizationscan achieve extraordinary results whenboth are clear on what they want,talk about it and take action together.
We’re Not All Thingsto All PeopleOur clients know that when they need more than buzzwords,we offer expertise.When they call, we have the answers for:• Organizational Culture• Leadership Development• Coaching• Team Dynamics• Leveraging Technical Talent• Career Development• Performance Management• Employee Engagement
But Wait, There’s More...Thought Leadership Our regular workplace studies build on the ground-breaking work of our founders. We share our insights with the businesscommunity and weave our research findings into all that we do.The Right Solutions Our consultants are experienced in shaping andimplementing effective workforce initiatives to address the most dauntingbusiness challenges and reach peak business performance.Versatility We have more than 30 years of experience working with clientsto provide unique solutions that drive your business and complement yourexisting initiatives. We will meet your needs for quality, budget and timing.Smooth Implementations We don’t sell and walk away. We’re smallenough for personal attention, large enough to support organization-wideimplementations.Where You Need Us to Be We’re global, with a worldwide network ofprofessional consultants and trainers.Here Because of You BlessingWhite’s legacy of service excellence andworkforce of tenured employee-owners mean unparalleled commitment toyour success.
Known by theCompanies We KeepWe’ve worked with thousands of organizations across a wide range of industries,government agencies and not-for-profits. We’ve partnered with a long list ofFortune 500 companies. We are honored to have worked with householdnames, innovators, movers and shakers.New clients join us each year, often at a major crossroads, to build high-performance cultures, create leadership breadth and depth and achieveemployee engagement. Give us a call. We’ll happily name some names ortell some tales.Better still, let’s talk about how we can help you make a difference.We’ve made a difference with clientsacross six continents.
BlessingWhite’s Suite of Engagement Solutions Population Capability Features Employee Engagement Diagnostic, a short online survey, with analysis • Always custom and reporting, to provide a snapshot of who’s engaged, who’s not, and why. Recommendations and consulting focus on identifying immediateChief Engagement actions, not just cascading communications of results.Officers & ExecutiveSponsors Engagement Audit to review existing survey data and related workforce • Custom analysis metrics, run focus groups/interviews, and recommend a comprehensive approach for increasing engagement. Includes a facilitated action-planning session with key influencers or executive team. The Leader’s Role in Engagement, an interactive session that helps leaders: • Highlights research • Buy in to the business case for engagement • Virtual or in-person • Understand what engagement is – and isn’t delivery (2 hrs – ½ day) • Become familiar with common engagement drivers • Customized to link to • Clarify the role leaders at all levels need to play in building a culture business issues that fuels engagement.Executives Leading Out Loud, an intensive working session equipping leaders with • 2- to 3-day workshop a practical communications approach that ensures employees understand what to do and care enough to take action. Optional leadership assessment available. Executive Coaching, personalized 1-on-1 development for leaders who • Always custom need to increase their effectiveness as individuals and/or part of a team. • Individualized plans Why Should Anyone Be Led by You?, a leadership workout experience • Blended learning that equips leaders to create meaning for employees, build community, • 1- to 2-day “workout” and excite the workforce to exceptional performance.Executives, Senior& Mid-Level Leaders Business Unit Action Planning, a facilitated session to equip leaders • Always custom(Managers of with a framework to communicate engagement data and to craft • ½ day meetingManagers) strategies and next steps based on their area’s data. Can be run with • Follows Engagement The Leader’s Role and other engagement solutions. Diagnostic Driving Engagement, an experience that helps leaders understand the • Blended learning factors that influence engagement, create individualized engagement • 1- to 2-day workshop partnerships, and apply engagement essentials in their daily leadership. Leaders conduct engagement partnership discussions based on non-anonymous feedback after the session. The Engagement Equation for Managers, a workshop that helps • Blended learningFront-Line Leaders leaders understand the factors that influence engagement, increase • 1-day workshop their own satisfaction/contribution, create targeted engagement • Tailored to reflect strategies, conduct engagement reviews, and create a team environment engagement data that fuels engagement. Career Coaching, a learning experience that equips leaders with a • Blended learning greater understanding of today’s career landscape and tools for • Virtual or in-person supporting individuals’ aspirations and growth – even when few delivery (2 hrs – ½ “traditional” career opportunities exist. day)
THE ENGAGEMENT EQUATION™ A BlessingWhite Fact Sheet A WINNING FORMULA OUTCOMES “It’s hard to argue with the accepted The Engagement Equation™ is a four- Managers will be better able to: wisdom — backed by empirical hour interactive workshop that equips • Take accountability for their team’s evidence — that a motivated managers to enhance and sustain their engagement levels workforce means better corporate team’s engagement levels — maximizing performance.” both performance and satisfaction — so • Take control of their own engagement that their organization can build a vibrant “Employee Motivation: A Powerful New Model,” Harvard Business workforce, reach its business goals, and • Create a team environment that fosters Review article by Nohria, achieve sustainable long-term success. the trust that feeds engagement Groysberg, and Lee During the session, managers learn how • Align the personal goals of their team engagement drives business success. members with the organization’s prioritiesEngagement is a personal equation They explore the ﬁve levels of employeeshaped by individual employees’ unique engagement and their associated core • Build individualized strategies for helpingvalues, interests, talents, and aspirations. drivers. each team member increase both jobFull engagement depends on employees satisfaction and job contribution.having a thriving personal connection with Managers then work individually and intheir work and a belief that they have a small groups to:promising future in their organization. • Assess their own level of engagement and Engaged employees are not justManagers are uniquely positioned to identify actions they can take to improve it committed. They are not justhelp their team members achieve full passionate or proud. They have • Consider their team members’engagement — and those who do so a line-of-sight on their own future engagement levelsconsistently deliver results and retain and on the organization’s missiontalent. The keys to their success? Strong, and goals. They are “enthused” • Plan for an in-depth Engagementtrusting relationships with team members and “in gear,” using their talents Discussion with at least one teamand an intentional focus on increasing job and discretionary effort to make a membercontribution and job satisfaction. difference in their employer’s quest • Develop a strategy and action steps for sustainable business success. for achieving and sustaining high BlessingWhite, Inc. engagement among all team members State of Employee Engagement 2008 • Learn and practice Engaging Essentials — tools for aligning and building the commitment of their team. This workshop can be tailored to incorporate speciﬁc data from BlessingWhite’s Employee Engagement Survey or other external or internal employee survey tools.
DRIVING ENGAGEMENT A BlessingWhite Fact SheetWHY ENGAGEMENT MATTERS ENGAGEMENT PARTNERSHIPS ARE • Non-anonymous feedback from one orThe more engaged the workforce, the CUSTOM BUILT two employees to provide eachmore capacity it has to deliver on “Off-the-shelf,” one-size-fits-all leadership manager with insights into employees’ understanding of organizationalorganizational imperatives. High formulas won’t deliver. Neither will priorities, personal coaching needs andemployee engagement drives discre- techniques borrowed out of a great coach’s the manager’s coaching effectivenesstionary effort, innovation, customer closet of success stories. The best manag-loyalty, quality, productivity, profitability ers understand that what works great for • A group learning experience, whichand retention of top talent. Yet in most one person can derail another. They coach builds on the prework and feedbackregions of the world, only one in three everyone differently because everyone has insights, focused on three coreemployees is fully engaged. unique personal motivators and needs. concepts: Engage Yourself, Engage Individuals and Create an Environment They establish excellent working relation- that Fuels Engagement ships with every person on their team. Engaged employees are not just • Execution of personal action plans and Individualized engagement partnerships Engagement Partnership Discussions committed. They are not just help managers avoid dangerous assump- after the workshop passionate or proud. They have tions of who’s engaged and why. They a line-of-sight on their own future provide a foundation of open dialogue that • Online tools to enable managers to and on the organization’s mission equips managers to successfully match gather feedback and conduct Engage and goals. They are “enthused” individuals’ passions and proficiencies with ment Partnership Discussions with organizational priorities and projects – to every member of their team and “in gear,” using their talents and discretionary effort to make a drive engagement. difference in their employer’s quest OUTCOMES for sustainable business success. A FLEXIBLE, SUSTAINABLE Individuals will: BlessingWhite, Inc. APPROACH State of Employee Engagement • Understand what engagement is and Driving Engagement is a process that 2011 why it matters includes reflection, feedback, analysis, planning, practice and action. The core • Learn the factors that impact engage learning experience is an interactive ment and clarify their roleTHE MANAGER’S ROLE workshop or combination of virtual andSince engagement is a personal in-person modules. Online activities and • Identify actions for taking control ofequation shaped by individuals’ unique their own engagement tools help ensure relevant, effective groupvalues, interests, talents and aspirations, learning and enable managers to apply • Prepare for an engagement partnermanagers cannot make people more concepts back on the job with every person ship discussion with at least oneengaged. They can, however, align and on their team. employeecoach individuals to higher levelsengagement. They can also fuel their • Identify actions they can take to A typical implementation features:team’s engagement through their daily establish trust, build confidence and unleash the potential of their teamleadership actions. And they must • Online preparation and self-assessmentmanage their own engagement. A dead activities as prework • Be prepared to establish individualizedbattery cannot jump start another. engagement partnerships with every person on their team This learning experience can be tailored to incorporate data from BlessingWhite’s Employee Engagement Diagnostic or other employee survey tools.
A COM NSIVE CAREER DE MPREHEN EVELOPMENT SOL LUTIONALIGNIN EMPLO NG OYEE & OR ONAL PRIO RGANIZATIO ORITIESYour organization ha ambitious strategies a a lot of w as s and work to get d done. Meanwwhile yourworkforce contains in e ndividuals w unique va with alues, aspiraations and ta alents. They want a future ywith your organizatio yet many don’t have clear person goals. A if they do know wh r on, y nal And on’t hatthey’re lo ooking for, th hey’re unlike to find fulf ely filling work o your payr on roll.The business implica ations? Dise ctivity. Costly turnover.∗ engagement. Low produc .NAVIGA ATING TODA ’S CARE AY EER LANDS SCAPE Today’s Care Landscape eer eThe old- -fashioned “career” is dead, replac by a “ cedprogresssion of projec job oppo cts, ortunities tha didn’t at ears ago and no obvious career path.exist 5 ye d sEmploye shouldn be left on their own. They are ees n’t nultimately responsible for their ca y areer succes but often ssare parallyzed by their choices. A you don’t want free Andagents fo ocused solel on person goals. ly nalSo BlesssingWhite off fers a comp prehensive s solution –a foundaational progra that equi employe to take am ips eescontrol of their caree a coaching program that ers,prepares managers to support and align employee goals with your o s t s organization’s priorities, andan online career port to ensure easy self-directed acce to career resources and tools. e tal e essIT’S YOUR CAREE ERBlended learning with a 2-hour web class or half-day workshop d w s y pThe founndation for em mployees’ fuuture career success is a understanding of their engageme an entdrivers and the capabilities they have to mov the organ ve nization’s stra ategy forwar It continu rd. ueswith a pla to explore and take a an e action on bot the obviou – and not so obvious – opportuni th us t itiesfor development or challenging w c work. In toda ay’s world of work, some f etimes the be career m est moveis a subtl change in the current job. le nC Know yourself w Tak action keO • YYour values and interests a s • Manage cur rrent satisfac ction & perfo ormanceN • YYour strength and differ hs rentiators • Talk about y your careerT • YYour ideal job conditions b s • Develop for today & tommorrowE Know your options w • Evaluate op pportunitiesN • WWhat informa ation do you need?T • WWhere can yo find it? ou∗ Blessing gWhite’s State of Employee Engagemen 2011 repor revealed tha lack of care developm e e nt rt at eer mentopportunit ties is the top reason employees consid leaving. p der