Everything we do ties to our mission of
Reinventing Leadership and the Meaning of Work .TM
We know how to impact your bottom line
by engaging and developing your leaders and employees.
Section 1: About BlessingWhite
Section 2: Leadership Development
High-Performance Culture Scan™
High-Performance Leadership Assessment™
Inﬂuencing Across the Matrix
Leading in a Virtual Environment™
Leading Out Loud™
Leading Technical Professionals™
The Kai Method
Senior Team Consulting
Why Should Anyone Be Led by you? ™
Section 3: Employee Engagement
ADUKG’s Employee Engagement Model
Employee Engagement Suite
The Engagement Equation (from Managers)
Helping Others Succeed ®
Taking Control of Your Engagement
It’s Your Career
Career Coaching for Managers
The Career Portal
MPG®: The Success Connection
Putting Values into Action™
We Led the Way
That Others Now Follow
While everyone else was talking about managing
down, managing up, managing performance,
managing talent and managing change, we’ve been
helping organizations create successful employee/
leader partnerships focused on what matters most.
BlessingWhite was founded on the
premise that individuals and organizations
can achieve extraordinary results when
both are clear on what they want,
talk about it and take action together.
We’re Not All Things
to All People
Our clients know that when they need more than buzzwords,
we offer expertise.
When they call, we have the answers for:
• Organizational Culture
• Leadership Development
• Team Dynamics
• Leveraging Technical Talent
• Career Development
• Performance Management
• Employee Engagement
But Wait, There’s More...
Thought Leadership Our regular workplace studies build on the ground-
breaking work of our founders. We share our insights with the business
community and weave our research findings into all that we do.
The Right Solutions Our consultants are experienced in shaping and
implementing effective workforce initiatives to address the most daunting
business challenges and reach peak business performance.
Versatility We have more than 30 years of experience working with clients
to provide unique solutions that drive your business and complement your
existing initiatives. We will meet your needs for quality, budget and timing.
Smooth Implementations We don’t sell and walk away. We’re small
enough for personal attention, large enough to support organization-wide
Where You Need Us to Be We’re global, with a worldwide network of
professional consultants and trainers.
Here Because of You BlessingWhite’s legacy of service excellence and
workforce of tenured employee-owners mean unparalleled commitment to
Known by the
Companies We Keep
We’ve worked with thousands of organizations across a wide range of industries,
government agencies and not-for-profits. We’ve partnered with a long list of
Fortune 500 companies. We are honored to have worked with household
names, innovators, movers and shakers.
New clients join us each year, often at a major crossroads, to build high-
performance cultures, create leadership breadth and depth and achieve
employee engagement. Give us a call. We’ll happily name some names or
tell some tales.
Better still, let’s talk about how we can help you make a difference.
We’ve made a difference with clients
across six continents.
Suite of Engagement Solutions
Population Capability Features
Employee Engagement Diagnostic, a short online survey, with analysis • Always custom
and reporting, to provide a snapshot of who’s engaged, who’s not, and
why. Recommendations and consulting focus on identifying immediate
Chief Engagement actions, not just cascading communications of results.
Officers & Executive
Sponsors Engagement Audit to review existing survey data and related workforce • Custom analysis
metrics, run focus groups/interviews, and recommend a comprehensive
approach for increasing engagement. Includes a facilitated
action-planning session with key influencers or executive team.
The Leader’s Role in Engagement, an interactive session that helps leaders: • Highlights research
• Buy in to the business case for engagement • Virtual or in-person
• Understand what engagement is – and isn’t delivery (2 hrs – ½ day)
• Become familiar with common engagement drivers • Customized to link to
• Clarify the role leaders at all levels need to play in building a culture business issues
that fuels engagement.
Leading Out Loud, an intensive working session equipping leaders with • 2- to 3-day workshop
a practical communications approach that ensures employees
understand what to do and care enough to take action. Optional
leadership assessment available.
Executive Coaching, personalized 1-on-1 development for leaders who • Always custom
need to increase their effectiveness as individuals and/or part of a team. • Individualized plans
Why Should Anyone Be Led by You?, a leadership workout experience • Blended learning
that equips leaders to create meaning for employees, build community, • 1- to 2-day “workout”
and excite the workforce to exceptional performance.
& Mid-Level Leaders
Business Unit Action Planning, a facilitated session to equip leaders • Always custom
(Managers of with a framework to communicate engagement data and to craft • ½ day meeting
Managers) strategies and next steps based on their area’s data. Can be run with • Follows Engagement
The Leader’s Role and other engagement solutions. Diagnostic
Driving Engagement, an experience that helps leaders understand the • Blended learning
factors that influence engagement, create individualized engagement • 1- to 2-day workshop
partnerships, and apply engagement essentials in their daily leadership.
Leaders conduct engagement partnership discussions based on
non-anonymous feedback after the session.
The Engagement Equation for Managers, a workshop that helps • Blended learning
Front-Line Leaders leaders understand the factors that influence engagement, increase • 1-day workshop
their own satisfaction/contribution, create targeted engagement • Tailored to reflect
strategies, conduct engagement reviews, and create a team environment engagement data
that fuels engagement.
Career Coaching, a learning experience that equips leaders with a • Blended learning
greater understanding of today’s career landscape and tools for • Virtual or in-person
supporting individuals’ aspirations and growth – even when few delivery (2 hrs – ½
“traditional” career opportunities exist. day)
THE ENGAGEMENT EQUATION™ A BlessingWhite Fact Sheet
A WINNING FORMULA OUTCOMES
“It’s hard to argue with the accepted The Engagement Equation™ is a four- Managers will be better able to:
wisdom — backed by empirical hour interactive workshop that equips
• Take accountability for their team’s
evidence — that a motivated managers to enhance and sustain their
workforce means better corporate team’s engagement levels — maximizing
performance.” both performance and satisfaction — so
• Take control of their own engagement
that their organization can build a vibrant
“Employee Motivation: A Powerful
New Model,” Harvard Business workforce, reach its business goals, and • Create a team environment that fosters
Review article by Nohria, achieve sustainable long-term success. the trust that feeds engagement
Groysberg, and Lee
During the session, managers learn how • Align the personal goals of their team
engagement drives business success. members with the organization’s priorities
Engagement is a personal equation They explore the ﬁve levels of employee
shaped by individual employees’ unique engagement and their associated core • Build individualized strategies for helping
values, interests, talents, and aspirations. drivers. each team member increase both job
Full engagement depends on employees satisfaction and job contribution.
having a thriving personal connection with Managers then work individually and in
their work and a belief that they have a small groups to:
promising future in their organization.
• Assess their own level of engagement and Engaged employees are not just
Managers are uniquely positioned to identify actions they can take to improve it committed. They are not just
help their team members achieve full passionate or proud. They have
• Consider their team members’
engagement — and those who do so a line-of-sight on their own future
consistently deliver results and retain and on the organization’s mission
talent. The keys to their success? Strong, and goals. They are “enthused”
• Plan for an in-depth Engagement
trusting relationships with team members and “in gear,” using their talents
Discussion with at least one team
and an intentional focus on increasing job and discretionary effort to make a
contribution and job satisfaction. difference in their employer’s quest
• Develop a strategy and action steps for sustainable business success.
for achieving and sustaining high BlessingWhite, Inc.
engagement among all team members State of Employee Engagement
• Learn and practice Engaging Essentials
— tools for aligning and building the
commitment of their team.
This workshop can be tailored to incorporate speciﬁc data from BlessingWhite’s Employee Engagement Survey or other external or
internal employee survey tools.
DRIVING ENGAGEMENT A BlessingWhite Fact Sheet
WHY ENGAGEMENT MATTERS ENGAGEMENT PARTNERSHIPS ARE • Non-anonymous feedback from one or
The more engaged the workforce, the CUSTOM BUILT two employees to provide each
more capacity it has to deliver on “Off-the-shelf,” one-size-fits-all leadership manager with insights into employees’
understanding of organizational
organizational imperatives. High formulas won’t deliver. Neither will
priorities, personal coaching needs and
employee engagement drives discre- techniques borrowed out of a great coach’s the manager’s coaching effectiveness
tionary effort, innovation, customer closet of success stories. The best manag-
loyalty, quality, productivity, profitability ers understand that what works great for • A group learning experience, which
and retention of top talent. Yet in most one person can derail another. They coach builds on the prework and feedback
regions of the world, only one in three everyone differently because everyone has insights, focused on three core
employees is fully engaged. unique personal motivators and needs. concepts: Engage Yourself, Engage
Individuals and Create an Environment
They establish excellent working relation-
that Fuels Engagement
ships with every person on their team.
Engaged employees are not just • Execution of personal action plans and
Individualized engagement partnerships Engagement Partnership Discussions
committed. They are not just help managers avoid dangerous assump- after the workshop
passionate or proud. They have tions of who’s engaged and why. They
a line-of-sight on their own future provide a foundation of open dialogue that • Online tools to enable managers to
and on the organization’s mission equips managers to successfully match gather feedback and conduct Engage
and goals. They are “enthused” individuals’ passions and proficiencies with ment Partnership Discussions with
organizational priorities and projects – to every member of their team
and “in gear,” using their talents
and discretionary effort to make a drive engagement.
difference in their employer’s quest OUTCOMES
for sustainable business success. A FLEXIBLE, SUSTAINABLE Individuals will:
BlessingWhite, Inc. APPROACH
State of Employee Engagement • Understand what engagement is and
Driving Engagement is a process that
2011 why it matters
includes reflection, feedback, analysis,
planning, practice and action. The core • Learn the factors that impact engage
learning experience is an interactive ment and clarify their role
THE MANAGER’S ROLE workshop or combination of virtual and
Since engagement is a personal in-person modules. Online activities and • Identify actions for taking control of
equation shaped by individuals’ unique their own engagement
tools help ensure relevant, effective group
values, interests, talents and aspirations, learning and enable managers to apply • Prepare for an engagement partner
managers cannot make people more concepts back on the job with every person ship discussion with at least one
engaged. They can, however, align and on their team. employee
coach individuals to higher levels
engagement. They can also fuel their • Identify actions they can take to
A typical implementation features:
team’s engagement through their daily establish trust, build confidence and
unleash the potential of their team
leadership actions. And they must • Online preparation and self-assessment
manage their own engagement. A dead activities as prework
• Be prepared to establish individualized
battery cannot jump start another. engagement partnerships with every
person on their team
This learning experience can be tailored to incorporate data from BlessingWhite’s Employee Engagement Diagnostic or
other employee survey tools.
A COM NSIVE CAREER DE
MPREHEN EVELOPMENT SOL
NG OYEE & OR ONAL PRIO
Your organization ha ambitious strategies a a lot of w
as s and work to get d
done. Meanwwhile your
workforce contains in
e ndividuals w unique va
with alues, aspiraations and ta
alents. They want a future
with your organizatio yet many don’t have clear person goals. A if they do know wh
r on, y nal And on’t hat
ooking for, th
hey’re unlike to find fulf
ely filling work o your payr
The business implica
ations? Dise ctivity. Costly turnover.∗
engagement. Low produc
ATING TODA ’S CARE
AY EER LANDS
SCAPE Today’s Care Landscape
The old- -fashioned “career” is dead, replac by a
progresssion of projec job oppo
cts, ortunities tha didn’t
ears ago and no obvious career path.
exist 5 ye d s
Employe shouldn be left on their own. They are
ees n’t n
ultimately responsible for their ca
y areer succes but often
are parallyzed by their choices. A you don’t want free
ocused solel on person goals.
So BlesssingWhite off fers a comp
a foundaational progra that equi employe to take
am ips ees
control of their caree a coaching program that
prepares managers to support and align employee goals with your o
s t s organization’s priorities, and
an online career port to ensure easy self-directed acce to career resources and tools.
e tal e ess
IT’S YOUR CAREE
Blended learning with a 2-hour web class or half-day workshop
d w s y p
The founndation for em
mployees’ fuuture career success is a understanding of their engageme
drivers and the capabilities they have to mov the organ
ve nization’s stra
ategy forwar It continu
with a pla to explore and take a
an e action on bot the obviou – and not so obvious – opportuni
th us t ities
for development or challenging w
c work. In toda
ay’s world of work, some
f etimes the be career m
is a subtl change in the current job.
C Know yourself
w Tak action
O • YYour values and interests
a s • Manage cur rrent satisfac
ction & perfo
N • YYour strength and differ
hs rentiators • Talk about y
T • YYour ideal job conditions
b s • Develop for today & tommorrow
E Know your options
w • Evaluate op
N • WWhat informa ation do you need?
T • WWhere can yo find it?
gWhite’s State of Employee Engagemen 2011 repor revealed tha lack of care developm
e e nt rt at eer ment
ties is the top reason employees consid leaving.