New England Coaching

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Range of Engagement

No matter what you do, there is always some form of motivation that drives your level of engagement. Some are influenced by internal influences (within the person) and other are more associated with external factors (other people). With the workforce, this has applicability in terms of how employees are motivated and, consequently, at what level they might perform. With this in mind, let’s assess the various levels of engagement necessary to support an outcome? This can be best illustrated by drawing, in part, from the iPEC Coaching Range of Engagement Model.

engagementLevel 1 – Have to

This implies that an external force is being applied and that there is limited or no choice. When somebody is in this mode, they are not fully vested in the outcome, will only do what they have to and unless you continue to apply the force, nothing additional will happen. Fear of consequence drives this level. People also tend to blame others and feel as though they are victims of their circumstances with perceived little or no control. Energy levels are low and people will only do what is asked of them.

Level 2 – Need to

In this situation, there is a limited amount of power coming from within but some external force is still at work. These two combined factors compel the individual to have some choice that might be either consequential or to their benefit. This reflects where many people actually exist within their organizations where the benefit of rewards (pay, promotion, etc) is often in conflict with the fear of consequence (being disciplined or losing one’s job). This see saw affect depletes energy and very often takes away from people giving of their best.

Level 3 – Choose to

This is the ideal situation and is where individuals perform at their best. Even though the other drivers exist, at this level of engagement the true power comes from within. When you are a player rather than a victim, you put yourself in a position of choice; you are able and willing to roll with whatever happens. Entrepreneurs are drawn to this as their likelihood of success is directly related to their ability to achieve optimal performance. This level is characterized by high levels of energy, resiliency, not being adverse to risk and feeling passionate about what you are doing.

About Bill Sex

Bill Sex is President of New England Coaching and specializes in supporting personal, professional and organizational advancement with specific emphasis on coaching skills, emotional intelligence and employee engagement / motivation.

One Response

Comment from Helena Jean-Louis
Time: January 14, 2015, 8:14 am

Hello Bill,

This subject comes right on point. I sit on a town committee and I have an opportunity to get real hands on practice to boost my confidence as a future professional coach. The committee is largely composed of retirees and some fulltime workers. Our biggest challenge is the lack of accountability of our members along with lots of other challenges that most working groups generally face. I would like to build a small coaching presentation to reminf our members the importance of team cohesion. I envision each session to be approximately 15 minutes, using PowerPoint slides. My goal is to present a new segment on team cohesion at every meeting (once a month). Where should I start? I looked online but I am unsure of what the content of my presentation should be. Can you point me to the right direction? I welcome any constructive feedback. Thank you.

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