Many companies struggle with aligning 🤝𝐭𝐞𝐚𝐦 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 and 💰𝐟𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞. Have you encountered obstacles like 𝘵𝘳𝘢𝘷𝘦𝘭 𝘧𝘳𝘦𝘦𝘻𝘦𝘴, 𝘩𝘦𝘢𝘥𝘤𝘰𝘶𝘯𝘵 𝘳𝘦𝘥𝘶𝘤𝘵𝘪𝘰𝘯 𝘪𝘯𝘪𝘵𝘪𝘢𝘵𝘪𝘷𝘦𝘴, 𝘰𝘳 𝘱𝘳𝘰𝘫𝘦𝘤𝘵 𝘣𝘶𝘥𝘨𝘦𝘵 𝘤𝘶𝘵𝘴 𝘥𝘶𝘳𝘪𝘯𝘨 𝘢 𝘵𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯?
But if financial performance isn’t the right starting point to increase team engagement, what is? Should we invest much more in 𝘵𝘦𝘢𝘮 𝘣𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘢𝘤𝘵𝘪𝘷𝘪𝘵𝘪𝘦𝘴, 𝘥𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺 & 𝘪𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘱𝘳𝘰𝘨𝘳𝘢𝘮𝘴, 𝘴𝘶𝘮𝘮𝘦𝘳 𝘢𝘯𝘥 𝘟𝘮𝘢𝘴 𝘱𝘢𝘳𝘵𝘪𝘦𝘴, 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨, 𝘰𝘳 𝘳𝘦𝘭𝘺 𝘰𝘯 𝘱𝘦𝘳𝘴𝘰𝘯𝘢𝘭𝘪𝘵𝘺 𝘵𝘦𝘴𝘵𝘴 𝘧𝘰𝘳 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘮𝘦𝘯𝘵, 𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘤𝘢𝘵𝘪𝘰𝘯 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨, 𝘢𝘯𝘥 𝘮𝘪𝘯𝘥𝘧𝘶𝘭𝘯𝘦𝘴𝘴 𝘳𝘦𝘵𝘳𝘦𝘢𝘵𝘴? Should we do a better job following up on 𝘦𝘮𝘱𝘭𝘰𝘺𝘦𝘦 𝘦𝘯𝘨𝘢𝘨𝘦𝘮𝘦𝘯𝘵 𝘴𝘶𝘳𝘷𝘦𝘺𝘴? While I value all these initiatives, I believe they do not turn the 🧭needle in increasing 🤝𝐭𝐞𝐚𝐦 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 and improving 💰𝐟𝐢𝐧𝐚𝐧𝐜𝐢𝐚𝐥 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞.
In the 𝐈𝐁𝐒𝐢𝐧𝐠 𝐜𝐡𝐚𝐧𝐠𝐞 𝐞𝐧𝐚𝐛𝐥𝐞𝐦𝐞𝐧𝐭 approach, a strong focus on short term financial results is considered the ideal starting point to increase team engagement. 𝘖𝘷𝘦𝘳𝘤𝘰𝘮𝘪𝘯𝘨 𝘥𝘪𝘧𝘧𝘪𝘤𝘶𝘭𝘵𝘪𝘦𝘴 𝘢𝘯𝘥 𝘢𝘤𝘩𝘪𝘦𝘷𝘪𝘯𝘨 𝘲𝘶𝘪𝘤𝘬 𝘸𝘪𝘯𝘴 𝘧𝘰𝘴𝘵𝘦𝘳𝘴 𝘵𝘦𝘢𝘮 𝘴𝘶𝘤𝘤𝘦𝘴𝘴, 𝘤𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘰𝘯, 𝘢𝘯𝘥 𝘴𝘵𝘳𝘰𝘯𝘨 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱𝘴. 𝑭𝒊𝒏𝒂𝒏𝒄𝒊𝒂𝒍 𝒉𝒆𝒂𝒍𝒕𝒉 𝒊𝒔 𝒂 𝒇𝒖𝒏𝒅𝒂𝒎𝒆𝒏𝒕𝒂𝒍 𝒏𝒆𝒆𝒅 for any organization to satisfy its organizational purpose.
The crucial difference from the challenges described in the introduction is that short-term financial improvements must be mainly driven ⬆️𝐛𝐨𝐭𝐭𝐨𝐦-𝐮𝐩 𝐛𝐲 𝐭𝐡𝐞 𝐞𝐧𝐠𝐚𝐠𝐞𝐝 𝐭𝐞𝐚𝐦 🤗 , not imposed ⬇️𝒕𝒐𝒑-𝒅𝒐𝒘𝒏 𝒃𝒚 𝒖𝒑𝒑𝒆𝒓 𝒎𝒂𝒏𝒂𝒈𝒆𝒎𝒆𝒏𝒕 on a potentially disengaged team😕.
If you’re ready to elevate your team’s engagement and drive transformative change from within, 𝐥𝐞𝐭’𝐬 𝐜𝐨𝐧𝐧𝐞𝐜𝐭 💬. I’d love to discuss how the IBSing change enablement approach can unlock the full potential of your organization.