About Tim Wright - Speaker on Employee Engagement, Teamwork and Performance:
Tim Wright, MBA, shows businesses hands-on ways to improve performance with Employee Engagement. His work demonstrates that "engaged employees invest their time, energy, skills, knowledge and creativity in quality performance of their job, for their teams, and to impact their company." His presentations show you how to make that happen.
Tim has varied experiences as a corporate executive, a front-line employee, a middle manager, a business owner, a prayer chaplain and an older brother. These drive his ability as a content expert who delivers ideas and applications with energy and entertainment.
Since 2002, Tim has worked with some 300 clients across industries, from healthcare to government, from advertising to construction.
Tim knows an organization derives defined benefits when it bases its culture on employee engagement. He shows organizations how to start at the top and work down through the chain of employees to build a Culture of Engagement.
- Content that is down-to-earth, clearly meaningful, and immediately applicable.
- A presentation that is fresh and enthusiastic, using creativity, energy and humor to engage participants.
- Information that sticks with you; it's relevance, too valuable to let go.
Off the speaker's platform, Tim writes a powerful Employee Engagement Blog and has authored Batteries Included: How to Charge and Recharge Your Creative Cells, and KAPOW! 64 Blasts to Blow the Lid Off Your Job Performance. He strives continually to learn more and use what he learns. Kindle makes it easy for him to read three books every week. Tim meditates daily. He runs and swims and plays improving golf. He runs and swims and plays golf that has to get better.
What Tim Wright Talks About:
How Leaders Build a Culture of Engagement
Employee Engagement drives the success of any business. Customer service, revenue generation, talent retention, and the like may get the attention, but Employee Engagement is the cause of those successful results.
When you build Employee Engagement into your business culture, you see success come faster and last longer. Your business culture expresses the values, attitudes, standards, and behaviors your company lives by. Employee Engagement is too potent a value and behavior to be left out of the core of your culture.
Building an Engagement Culture incorporates Employee Engagement into your business culture. That core of Employee Engagement:
- Tightens business identity and image by strengthening clarity and awareness of your business culture
- Increases client satisfaction and loyalty by showing them your business and its employees are engaged and engaging
- Reduces business expenses by increasing employee productivity
- Commits employees to quality product/service
- Improves talent management via better recruiting and increased retention
You will see success results in your business immediately. Participants in Building an Engagement Culture take away complementary concepts, applications, and action items.
Expanding Employee Engagement: It's Up to the Leaders
This keynote teaches participants how to lead Employee Engagement with specific processes and procedures. You can increase the number of
highly engaged employees. You can improve the quality of engagement among employees. You can do both.
Expanding Employee Engagement helps you build an action plan that boosts engagement in any ways you desire. This is a very hands-on program. Drawing specific examples from your business, your industry, and your challenges, Expanding Employee Engagement covers these integrated components:
- The what of Employee Engagement and its value to your business
- The why to expand Employee Engagement continually. (
Betteris better than
Best. You always want your business to be better; you accept best only if you want to stop improving.)
- The how to build a specific action plan that puts to work your business culture of engagement
Expanding Employee Engagement blends researched evidence, concepts, case study examples, and tested recommendations. You begin constructing a specific process and procedure that places your business and its Employee Engagement in an upward spiral.
Managing to Engage: How to Develop Management Skills that Direct Employee Engagement to Achieve Business Goals and Objectives:
Managers are most critical to successful actualization of a business culture. Your management team conveys the culture to employees. Managers must effectively integrate their proven management skills with Employee Engagement values.
Manage to Engage provides detailed attention to the how-to of management interwoven with the application of Employee Engagement.
Participating in Manage to Engage, your managers learn to use these specific C.O.R.E. tools and techniques:
- Communication: the most critical tool for effective management and superior Employee Engagement
- Opportunity: the developmental skill of providing self-initiating situations that stimulate and generate Employee Engagement
- Resources: the use of programs, materials, actions, and tools that increase an employee's eagerness to step up to engagement
- Engagement: the self-awareness to maintain the manager's own commitment to engagement and to serve as an engagement role model for employees
Commit Your Teams to Engagement: How to lead engagement efforts at the team level and experience 1+1=3
A valuable application of Employee Engagement is to one's team and team assignments. Committing Teams to Engagement allows your teams to enjoy more productive success from the C.O.R.E. concepts. Committing Teams to Engagement explores these content points:
- What engagement means to team identity and teamwork
- How to engage effectively in shared and separate responsibilities
- Ways to distinguish interpersonal factors that contribute to and those that detract from team engagement
- Processes to build a sense of team engagement
- How to apply the C.O.R.E. components of team success
Individual engagement is critical, but team engagement has greater meaning to overall business success. These benefits have been attributed by participants following Committing Teams to Engagement:
- Faster, easier completion of team assignments and projects
- Feeling of camaraderie and single-focus by team members, greater than before
- Increased willingness to seek and receive advice and support from other employees
- Heightened communication among team members and between teams
- Greater sense of satisfaction and professional fulfillment by individual team members