Engage Consulting

The Engagement Journey

The Engagement Journey is a program designed to equip leaders to build higher levels of employee engagement within their teams. The program is built on a research-based foundation of National Key Drivers of Engagement and other areas proven to influence employee engagement.  The Engagement Journey is facilitated through a next-generation leader-activation platform known as Jubi that combines micro-learning, practical application, and integrated peer and mentor coaching interactions – all within a highly transparent and fun learning environment.

Participants will engage in topics such as: Creating Positive Teaming, Involving and Empowering Team Members, Appreciating Individual Differences, Being an Effective Organizational Leader, Inspiring and Motivating Others, Valuing Recognition, and many more.

3 Levels | 17 Topics

This engagement journey will allow participants to immerse themselves in action-learning and focus on leadership topics that are proven Key Drivers of Engagement.

Level 1 - Engagement Basics

Getting Started
  • Learn how to best utilize everything The Engagement Journey has to offer including beginning Activities, defining your Network, discovering how to participate in Discussion Groups, checking out the Leaderboard, and accessing the Reference Area.
Understanding Your Engagement Data:
  • It can be difficult to make sense of all the engagement data provided to you when you first receive it.
  • Get to know the ins and outs of your data.  Learn about important metrics, how they are defined and how they interact to tell the story of engagement within your team.
Sharing Survey Results
  • Not sure how best to share organizational or work unit level engagement data with your team?
  • Get exposed to methods used for sharing this information in the most productive and efficient manner.
Digging Deeper
  • An engagement survey is just the first step toward learning about engagement within your team.
  • Learn effective and efficient methods and techniques for diving deeper into engagement topics with your team to learn more about a specific area of interest.
Setting improvement Goals
  • Now that you know your team’s current engagement level, it’s time to think toward the future and set a goal that your team can target for the future and use to measure your success.

Level 2 - Engagement Essentials

Are You Ready?
  • Not all teams are ready to just jump right in and begin the improvement process. Some need to explore a few principles that will help their leader and their team become more equipped to be successful in their improvement efforts. This is where to start.
Creating Positive Teaming:
  • A workplace that is trusting, open and fun will be the most productive and successful.
  • Begin an introduction to the importance of appreciating individual differences, achieving role clarity and leaving your ego at the door to be a more effective leader.
Respect & Communication
Respect & Communication
  • A good leader is one who has earned the respect of their team, treats others with respect, communicates well, and listens to their team members.
  • Study the traits of highly effective leaders to learn how they positively impact their teams by focusing on respect and communication.
Involving and Empowering
  • Team members want to know that their input matters and that they are making a meaningful difference toward the success of the organization.
  • Learn to stop micromanaging and start empowering your team to discover their full potential.
Building Trust
  • Does your team trust you enough to go on a journey with you? Will they follow your lead?
  • Discover how to build trust – trust in you as a leader, trust among your team members, and trust in the organization.

Level 3 - Engagement Electives

Appreciating Individual Differences
  • Do you know the individual strengths, personalities, triggers, and learning styles of your team members?Once you do, it can be a game changer.
  • Learn how to stop playing Checkers and start to play Chess as it relates to applying your team’s unique skills and abilities on the job.
Being an Effective Organizational Leader:
  • How well do you represent your organization when tough messages and difficult topics need to be dealt with?
  • Learn to represent your organization well on issues like pay, benefits, organizational restructuring, mission, vision, strategic direction, etc.
Inspiring and Motivating Others
Inspiring and Motivating Others
  • Inspiring leaders are more than just leaders with great charisma. If you think the gift of inspiration is something you have to be born with, think again.
  • Learn about six approaches that can help you lead in a more inspiring way without necessarily being the most “enthusiastic” leader.
Valuing Recognition
Valuing Recognition
  • Recognition is a very important motivator for employees. It encourages positive behavior and helps promote long-term top performance.
  • Learn to develop a recognition mentality and explore formal and informal methods for recognizing others.
Developing a Personal Growth Plan
Developing a Personal Growth Plan
  • Don’t forget to feed yourself. Take advantage of the opportunity to step back, reflect on your own needs and develop a Personal Growth Plan that will set you up for future success.
  • Invest in yourself and you will be much more capable of investing in others.
Embracing Employee Career Development
  • Your role as a manager is to support, inspire and coach your employees to their highest levels of performance.
  • Now that you have developed your own Personal Growth Plan, you can turn attention toward helping your team members focus on their development.
Resilience and Positivity
Resilience and Positivity
  • With so much stress potential in the workplace, it’s important to build personal resilience capabilities.
  • Learn about how operating from a positive vantage point increases engagement, creativity, motivation, energy, resilience and productivity at work.

Supporting Activities

To Do Activities and Coaching
  • Each Learning Activity is followed by a To Do activity to help the participant apply learning in a real work setting.
  • Additionally, a Coaching or Mentor relationship is established to support and guide the participant throughout the program and create greater accountability for quality participation in the program
Engagement Journey Check-Ins
  • Like checking your rearview mirror, periodic reviews of content from previous Activities helps to review and tie different aspects of the program together.
  • Check-Ins are inserted strategically along the Engagement Journey program and are followed by Coach/Mentor meetings so content can be reviewed together.
Inspiration Activities
  • The use of research-based “Inspiration Triggers” specifically designed to drive high social engagement and collaboration are embedded throughout the program.
  • Game mechanics such as points, badges, and leaderboards add a sense of fun, motivate repeated use, and provide a mechanism to track and reward progressive achievement
Reflecting and Preparing for the Next Survey
  • The Engagement Journey can be designed and scheduled to provide continual focus on engagement topics and development activities over a brief or extended period of time.
  • This Activity is designed to bring all facets of the Engagement Journey back to the forefront of the leader’s mind in advance of the next engagement survey.
Brian Noble

Your Instructor

BRIAN NOBLE | Founder, Engage Consulting, LLC

Brian has over 25 years of external consulting and internal Human Resource experience working with C-suite and senior business leaders to achieve targeted business outcomes through people-oriented solutions. He has held leadership positions focused on engagement at the following organizations: Deloitte, Morehead Associates, Press Ganey, and Korn Ferry.


Brian is an expert in the area of employee engagement. He partners with organizations on overall engagement strategy as well as translating employee engagement data –regardless of vendor – into meaningful and impactful organizational and people strategies that produce value-driven outcomes.

What People Think

  • The JUBI platform has helped ALG achieve extraordinary results with our clients, transforming our Leadership programs into a gamified, micro-learning experience.

    Laura Soscia
    Laura Soscia Principal | Accelerated Leadership Group
  • We used to have binders of content. Now all of our content is digitized and gamified. Jubi is truly an adaptive learning environment that is getting some huge gains right now.

    Robert Kocerha
    Robert Kocerha EVP - Sales and Service Operations, AllConnect

Powered by Jubi

Jubi is a learning transfer platform that delivers improved performance outcomes.

  • Learning as a Journey
  • Active Manager Engagement
  • Peer, Expert, Coach Community
  • Gamification Badges
  • Dynamic Engagement Available On-Demand
  • Transparent Comparative Progress Data

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