• Revamping learning and development activities to drive engagement • Passive income generating initiatives which will convince any decision maker • Development elements essential to driving engagement – a practical overview • Overall effects of new activities on individuals and organisation Richard Scott Taylor, Founder and Managing Partner, INNESSKIRK Group

1. Engaging
Managers
Through L&D
A Middle East Case
Study
Hans Horlings
BSc, MBA

2. What Are Key Managerial Responsibilities?

3. Deliver Results
Controlling Cost
Develop Team
Leadership
Role Model
Coach / Mentor
Face of The Company
Aligning Efforts with
Corporate Strategy.
RESPONSIBILITIES
Q: Manager
Responsibilities?

4. What tends to be the most
important deliverable you
are looking for from your
Q:
“Driving Results…”

5. 1. TOP DOWN
2. RELATED TO MONEY
3. LIMITED RESOURCES
“Driving Results”
Common Approach

6. COS
T
RESU
LTS
over
Costs of ONLY Driving Results

7. Impact of ONLY Driving Results

8. Disengagement
Dissatisfaction
Lack of Pride in Work
Reduced Loyalty
Increased Stress
Employee Turnover
Reduced Quality
Innovation Restricted
Lower Customer Service
Ethics Relaxed / Ignored
Lax Time Management
Reduced Brand / Reputation.
Business Dynamic / Culture
Impact of ONLY Driving Results

9. Are any of
these items in
line with your
corporate
Values,
Q: What Are Your
Corporate Values?
Non - Alignment
Employee Disengagement
Employee Dissatisfaction
Lack of Pride in Work
Reduced Loyalty
Increased Stress
Employee Turnover
Reduced Quality
Innovation Restricted
Lower Customer Service
Ethics Relaxed / Ignored
Lax Time Management
Reduced Brand / Reputation.

10. Long Term Impact
Reduced Innovation
Reduced Effectiveness / Efficiency
Reduced Engagement – More

11. Alternative Approach

12. Create a ‘Win-Win-Win’ Initiative
Win!
Win!
Win!

13. Drives Change (organizational development)
Delivers Results (passive revenue)
Grows & Develops Managers
HR/OD/L&D - Win!
Business - Win!
Managers - Win!
iIMPACT = ‘Win-Win-Win’ Approach
iIMPACT-program

14. iIMPACT Program Characteristics
Our Experience

15. Overview:
Who
What
How
Key’s to Success
Results
iIMPACT Program Characteristics

16. Medium / Large Organizations
Leaders In Their Respective Industries
Tunnel-Vision Focus On Driving Results
Extremely Demanding Environments
No Appetite For Training At The Target Delegate Level.
iIMPACT Program Characteristics
Organizations

17. iIMPACT Program participants
Middle Management:
Top Performers
High Potentials

18. iIMPACT Program building blocks
Group Workshops
Individual Coaching
Project / Initiative
Presentation / Pitch
Online Progress Monitoring.

19. iIMPACT™ Engagement
How? – Key Steps
Management Master-Class
Blue Mindset Essentials
Presenting Your Case
Strategic Thinking &
Planning Theories Applied
Leading Change Projects
Creative Thinking &
Innovation

20. iIMPACT Key’s to success
Inter-Departmental
Pre- Planned Scheduled
4-12 months
Internal / External
Accountability
Workshop, Projects &
Coaching
Clear Deliverables
Follow through to
Implementation

21. iIMPACT Key’s to success #1
Personal Project Choice / Initiative
Grass-Roots / Bottom-up

22. iIMPACT Key’s to success #2
High Expectations
from the TOP!

23. Accountability
Measure It!
- Progress / Monitoring
- ROI / Payback
- % Implemented
iIMPACT Key’s to success #3

24. iIMPACT Key Outcomes
Passive Revenue up to $20,000,000
Customer Service, Quality, SOP’s, Cost
Reduction, New Opportunities, Continuous
Improvement Focus
80% projects implemented
Personal Growth – deep engagement
Clear Talent / Commitment Identification
Fostering Grass Roots Recognition Culture
leading to engagement / new dynamic.

25. Longer Term Impact
 Change Initiatives - bottom-up
 Program Duplication
- Annual Cohorts
- Supervisory Program
- Graduate Program / Emiratization
 Focus on innovation/improvement
 Managers = “Internal Consultant”
“ENGAGED WORKFORCE”
Results driven

26. Aligned with
your
corporate
Values, Vision
and Mission!Key Outcomes - Engagement
Engagement
Happy Work Environment
Challenging
Loyalty
Team Driven
Stronger Relationships
High Quality
Innovative & Flexible
Customer Focused
Clear & Transparent
Efficient
Employer of Choice
FUN!
Employee Disengagement
Employee Dissatisfaction
Lack of Pride in Work
Reduced Loyalty
Increased Stress
Mental Health
Employee Turnover
Reduced Quality
Innovation Restricted
Customer Service
Ethics Relaxed / Ignored
Lax Time Management
Reputation
Alignment…

27. Managers
- recognition
- development
- career opportunities
HR/OD/L&D
- driving change, real impact, talent
Business
- passive revenue
- alignment, new dynamic, engagementWin-Win-Win

28. Keys… iIMPACT
Summary win-win-win approach
Workshops + Coaching + Projects
Final presentations to leadership
Bottom-Up & Top-Down
High Expectations
Accountability

29. Questions?
Questions?
Success is in Reach…
THANK YOU!