4 Ways to Tell if You're a High Engagement Leader

"So glad that's over... what a yawn-fest." No doubt you've enjoyed that type of meeting, workshop or conversation today?

If you were the leader or convenor, of course not. It was somebody else, yes?

High engagement leaders know that having a meeting or a conversation that's a 'yawn fest' is a no-go zone.

High engagement leaders focus on establishing and maintaining high levels of engagement with the people they work with: team members, colleagues, stakeholders... whoever they work with... high engagement is a high priority. 

(Sure, you can have a high engagement gathering on a Friday afternoon after work. Not many outcomes achieved, but gee, we had a g-r-e-a-t time!)

A high engagement leader aims to create and build engagement and connection with others... and then, once they've got that engagement, they are able to make stuff happen. In other words, get to outcomes. 

Engagement and outcomes. That's it. 

I think there are four ways to tell if you're a high engagement leader. 

In this model, you're aiming for the top right of the four quadrants - high on engagement, high on outcomes. 

If you're creating a hostage situation : you're getting great outcomes, but dragging people along.... pssst, you're not high engagement. 

If everyone's engaged, happy, singing sweet songs but you'll work on the outcomes next time... you're still not a truly effective leader. 

And if you're not getting the engagement and not getting the outcomes, cue the 'yawn fest'. 

Get the participants at your next workshop, meeting or conversation to answer this question:

Was this meeting/workshop/session a:

1. Hostage situation
2. Yawn fest
3. Party
4. High on engagement and outcomes?

Show them the model. Get them to tell you how well you went with engagement and outcomes.

You may well be somewhere between these, but whatever you do, keep shifting away from the hostage situation, the yawn fest and the pure party. The people you work with are counting on you.