Terra Nova training and development

Terra Nova's Services: Rules of Engagement Programme


A development programme for senior and middle managers in three short stages that will enhance the effectiveness of your organisation by:

Evaluating how engaged your people are

Identifying an action plan for engagement

"In the future, it will be essential to create Resourceful Humans rather than Human Resources" - Professor John Burgoyne

‘Organisational culture isn’t part of the game, it IS the game’ - Lou Gerstner, retiring Chairman of IBM, 2002

Programme Background

There’s now clear evidence linking organisational culture, productivity and profit. A study of 100 medium sized companies over a ten year period by Sheffield University and the London School of Economics confirmed that engaging the work force through increased responsibility and providing opportunities for personal development, have a much bigger impact on productivity and profit than Quality Systems and Research and Development

Yet evidence from a survey of 1.7 million employees by Gallup indicated that more than 2/3rds of people were either not-engaged or actively disengaged. The cost in absenteeism, staff turnover and lost productivity was enormous. Outmoded command-and-control management plays a major part in employee disengagement. It stifles initiative and encourages a focus on meeting internal needs rather than those of customers and business partners.

In a world which increasingly demands 24 / 7 service, management can no longer rely on power and control but must delegate authority to front-line staff in the interests of customer satisfaction. And staff need to accept greater responsibility for their work, not only for day to day operational matters such as productivity targets, quality and staffing schedules, but also for actively seeking improvements. This is engagement in practice and requires a reversal of the traditional manager-employee relationship. Rather than making demands of staff, in the ‘engaged’ work place, the key role of management is to ensure that staff have the resources and support that enables them to take full responsibility for providing excellent customer service.

Programme Outcomes

This programme will:

  • highlight the building blocks of effective work force engagement
  • provide diagnostic tools to enable you to evaluate the level of engagement in your workplace
  • identify changes that will increase the engagement of your people.

Programme Schedule

This is a short development programme in three stages:

Stage One: A half day workshop which will review the research data on engaged versus disengaged staff including the costs and benefits, procedures, policies and leadership style that encourages engagement.

Stage Two: Using a range of simple diagnostic tools, delegates evaluate the level of engagement in their own workplace

Stage Three: A further half day workshop to review each delegate’s survey results and identify actions to improve the level of engagement.

‘Idleness, indifference and irresponsibility are healthy responses to absurd work’ - Frederick Herzberg