In current management circles, the term "engagement" is often misused. Many believe that simply focusing on employee engagement will solve issues related to employee retention. However, this misguided approach can actually have the opposite effect.

In this week's Cohesion Corner™ with Dr. Troy! blog post, I will delve into the misconception surrounding employee engagement and propose a more effective alternative.

Whether intentional or not, employers have been led to believe if they observe certain behaviors as engagement activities long enough, employees will be “all in” and become committed, loyal and long-term contributors.

Today, I would like to share a story about Charlotte that I first shared in Cohesion Culture™: Proven Principles to Retain Your Top Talent. The focus of the story is on utilizing transformative leadership to get the best out of your people. Transformative leaders aren't dream stealers. They are dream aligners.

While transactional leadership is needed in specific situations, transformative leadership is essential to leading the process of infusing cohesion into the culture. A culture of cohesion exists when people say, “I love where I work (belonging), I feel the company wants and needs me (value), and I am willing to do what’s needed to get the job done (commitment) because it is best for me and the company.”

Transformative leaders focus on the needs of others and build goal achievement first through relationships and then through tasks.

"Culture is more than just building products and not getting yelled at."

Jason Aten, Tech Columnist for Inc. Magazine, recently wrote about the main issue within Google's culture. His headline catching article is subtitled: "There's nothing more important than culture."

Without even realizing it, the writer is building a strong case for the importance of infusing cohesion into a work culture. Cohesion positively impacts performance and engagement every time. It is a causal phenomenon and a proven method of predicting behavior.

Culture is broken when people do not feel connected to what they are doing, or with whom they are working.

Culture is broken when people are threatened and do not feel they are performing meaningful work.

Culture is broken when intimidation is the driving force to engage people into performing shared, mutual commitments.

Culture is broken when teams are not set up in a collaborative format where each person feels needed and trusted.

Data reigns supreme in today's very much online business world. The strategic utilization of information is not an advantage, it's a prerequisite for sustained competitiveness.

Michelle Kimbro, the Efficiency Expert, has over a decade of experience in operational efficiency and she's written a special guest article for our blog.

Check out this week's newsletter to discover:

• A comprehensive exploration of how businesses can leverage data to streamline processes, reduce waste, and optimize resource utilization.
• Real-world examples, such as Apex Insurance Agency's remarkable journey. Through this case study, readers will gain actionable insights into how data-driven strategies led to a 45% improvement in customer satisfaction and a 35% reduction in claim processing times.
• Practical steps for businesses to leverage data effectively. From investing in the right tools to fostering a data-driven culture, this newsletter outlines actionable strategies for organizations looking to harness the power of data for operational excellence.

How can technology be used to humanize culture?

What role does Artificial Intelligence play in the HR world?

If you have been struggling to answer these questions, you are not alone.

It is not a surprise that technology has changed the landscape of business. From serving as the means to collect and store data to robotics to the ever-emerging Artificial Intelligence (AI), technology dominates the way we interact globally on a digital scale as well as person to person.

In a quick review of the history of technology, today's corporate and societal impact has been undeniably exponential. Researchers present findings to assert that we will not experience 100 years of growth in the 21st century. It will be more like 20,000 years of growth.

Do you offer flexible hours and locations?

Does your team understand their level of autonomy and initiative?

Are your managers making their individual team members feel included?

Have you readied your staff for growth, development, and advancement?

If you answered “no” to one or more of these questions then you aren’t meeting the organizational culture expectations of today’s workforce.

More than likely you may be struggling to keep that talent you spent time and money acquiring and training.

"When leaders think they know everything, that’s when the trouble starts."

The impact of executive leadership on an organization's success and culture is undeniable. Yet, the challenges faced by executives are more demanding than ever. To ensure organizational prosperity, leaders must consistently evolve, expand their skills, and excel in their roles.

The realm of leadership coaching has emerged as a powerful catalyst for personal and organizational advancement. Studies reveal that 96% of leaders derive value from leadership coaching. This transformative process surpasses conventional leadership development initiatives, providing a personalized and tailored approach to leadership enhancement.

Would you be surprised to know? 80% of Americans indicate that each time the New Year rolls around their anxiety increases due to high-levels of performance expectations, unfinished project work, and too many re-scheduled meetings.

In my co-authored bestselling book, Back After Burnout, according to a report issued by the American Institute of Stress, one in four employees rank work stress as their number one cause of stress.

AND, the Department of Labor determined that two-thirds of workers site stress as very or somewhat significant. What can be done about it?