This is the sixth and final post in my series on the Engagement Pyramid, a framework I developed to help leaders see the different levels of engagement on their teams and understand what drives each one. If you missed any of the previous posts, start here with Neutrals. We’ve worked
This is the fifth post in my series on the Engagement Pyramid, a framework I developed to help leaders see the different levels of engagement on their teams and understand what drives each one. If you missed any of those, start here with Neutrals. Every leader has someone on their
This is the fourth post in my series on understanding the Engagement Pyramid, a framework I developed to help leaders identify and engage their people based on where they actually are, not where we wish they were. The pyramid breaks engagement into six levels, from the disengaged at the base
I showed up to school on a Friday morning in 1997 and the entire hallway had chosen a side, Ross or Rachel? The night before, millions of us watched Ross and Rachel’s relationship implode on Friends. Rachel found out Ross had slept with someone else just hours after their fight,
This is the third post in my series on understanding the Engagement Pyramid, a framework I developed to help leaders identify and engage their people based on where they actually are, not where we wish they were. The pyramid breaks engagement into six levels, from the disengaged at the base
This is the second post in my series on understanding the Engagement Pyramid, a framework I developed to help leaders identify and engage their people based on where they actually are, not where we wish they were. The pyramid breaks engagement into six levels, from the disengaged at the base
Every team has different levels of engagement. Some people show up energized and ready to contribute. Others are physically present but mentally calculating how many hours until the weekend. Understanding these differences isn’t about labeling people. It’s about recognizing where someone is so you can lead them more effectively. Over
Duds and Deadbeats Duds and Deadbeats occupy the lower-left quadrant, negative on both dimensions. They’re the most straightforward Negative Nellies to identify. These are people who don’t do their job well and actively damage the culture while they’re at it. You know you’re dealing with a Dud or Deadbeat when
Gallup’s research breaks the workforce into three categories: 31% engaged, 52% not engaged, and 17% actively disengaged. If you’ve been following along, the first two categories map neatly onto what we’ve been discussing. The 52% who are “not engaged” are your Neutrals and 1s, the folks doing just enough to
When I spoke at Seton Hall University, I witnessed something that perfectly illustrated how titles mean nothing when it comes to engagement and impact. Most people assume a university’s first impression comes from a polished tour guide, a friendly admissions rep, or maybe the president with a firm handshake and
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