Engagement and Motivation Techniques

The Best L&D and Talent Development Leaders I Know They all share one thing in common: An obsession with understanding what actually drives employees to learn and grow. If you’re in L&D or Talent Development and haven’t yet heard about Daniel Kahneman’s theories or Edward Deci’s Self-Determination Theory (SDT), stick around, this might reshape your perspective on employees' motivation to learn and grow. Forget gamification. It’s not about SCORM files or content formats. Real motivation is fueled by what’s inside. According to Deci's theory, three core psychological needs tap into intrinsic motivation and make learning genuinely engaging: 1. Autonomy People want to feel in control. When learners have choices in their learning paths, engagement skyrockets. Whether it’s picking the topics they dive into or solving problems their way, autonomy fosters ownership and drives interest on a deeper level. 2. Competence We all need to feel like we’re getting somewhere. When learners sense progress and feel capable, it sparks motivation. Building skills step-by-step and reinforcing growth through feedback keeps people moving forward. 3. Relatedness Motivation thrives on connection. Learners who feel part of a community, whether with peers, mentors, or even the material itself—engage more deeply. If you’re planning your 2025 strategy, do yourself a favor and ask yourself how to enhance these three areas. Want to make your L&D strategy effective? Focus on intrinsic motivation. → You will see higher engagement. → You will foster deeper learning. → You will drive genuine growth.

Disengagement rarely starts with laziness. It starts when speaking up feels risky. Last quarter I watched a brilliant teammate go quiet. Not because they didn’t care - because the room didn’t feel safe enough for a half-baked thought. ❌ We didn’t fix motivation. ✅ We fixed safety. Here’s what we changed (steal this today): 1. R/Y/G opener at the start of meetings 🚦 ↳ “Red, Yellow, or Green—where are you at?” 2. Two-question 1:1s ⚖️ ↳ “One win? One worry?” 3. Fear sweep before decisions 🔍 ↳ “What are we not saying that could bite us later?” 4. Blameless post-mortems within 72 hours 🔬 ↳ “What did we expect, what happened, what did we learn, what’s the next experiment?” What happened next wasn’t magic - it was human: ✅ More voices, earlier. ✅ “Reds” moved to “Yellows.” ✅ We shipped smarter - and felt prouder. ✅ Risks are identified before they become rework. Because when it’s safe to be human, people choose to be engaged. Engagement is the mirror; safety is the light. I've coached 200+ leaders to raise engagement by making it safe for people to be human at work. How to start this week: 1. In your next meeting ask: “What’s the half-baked idea you’re hesitant to share?” 2. Thank the first honest answer - and build from there. Which micro-move will you try first? Share below ⬇ ♻️ Share to spread that safety isn’t soft - it's how engagement starts. 🔔 Follow Eva Gysling, OLY for more

"I'll finish it later" - The 4 words that kill more online learning progress than any technical issue ever could. Most learners never complete their courses. But it's not random. It's fixable. Let's decode why motivation dies: 1. No Clear Path = No Progress   • Goals feel fuzzy and distant   • Progress markers missing   • Value proposition unclear   ↳ Solution: Build milestone-driven journeys 2. Isolation Kills Drive   • Zero peer accountability   • Missing community support   • Learning feels lonely   ↳ Solution: Create social spaces 3. Feedback Vacuum   • Progress feels invisible   • Questions go unanswered   • Wins aren't celebrated   ↳ Solution: Enable real-time responses 4. Content Overwhelm   • Information overload   • Poor chunking   • No clear starting point   ↳ Solution: Break into micro-moments 5. Focus Fragmentation   • Constant distractions   • No dedicated time   • Environment chaos   ↳ Solution: Design distraction-free zones 6. Missing Momentum   • No quick wins   • Progress feels slow   • Motivation fades fast   ↳ Solution: Build early victories 7. Relevance Gap   • Theory without practice   • Generic content   • No real-world connection   ↳ Solution: Link to daily work The secret isn't more content. It's smarter engagement. ☑️ Break content into chunks ☑️ Build social accountability ☑️ Celebrate small wins ☑️ Make it relevant ☑️ Enable quick feedback Motivation beats information every time. Your learners want to succeed. Give them the right tools. Which motivation technique will you try first? 

Understanding what actually motivates people is key to effective leadership, especially in skilled nursing and senior living. Traditional methods—rewards, incentives—only bring short-term compliance. Susan Fowler’s book Why Motivating People Doesn’t Work and What Does offers a smarter approach, focusing on three core needs: 1. Autonomy: Invite the team into problem-solving. When people have control, they engage. 2. Relatedness: Build meaningful connections through team-building and sharing. Seek to learn, share, and celebrate the passions of those around you. 3. Competence: Prioritize continuous learning and constructive feedback to boost confidence and growth. By shifting from external rewards to fostering autonomy, connection, and mastery, leaders can build more motivated, engaged teams—and that ultimately drives better outcomes for teams, residents, and families.

"How do I engage and motivate my associate doctors?" This is a question I hear often—and it’s no surprise why. Associate doctors are the backbone of any dental organization, but keeping them engaged and motivated can be challenging. Here are some approaches that consistently work: 🔹 Clear Path to Growth Associates are motivated when they see a future. Give them a structured development plan for both clinical skills and career progression, showing that there’s room to grow and excel. 🔹 1:1 Meetings with Intent Regular, meaningful check-ins build trust and provide personalized guidance. Use these meetings to set goals, celebrate wins, and address challenges. Associates feel valued when they have dedicated time for feedback and mentorship. 🔹 Financial Transparency and Goal Setting Help them understand the connection between daily production and income goals. Breaking down targets creates a clear path to financial success, making their contributions meaningful and achievable. 🔹 Recognition and Support Celebrate small wins, provide resources to support growth, and create an environment of appreciation. Recognizing a well-handled case or a job well done can make a huge impact. 🔹 Opportunities for Leadership and Input Involve associates in decision-making or strategic conversations. When they see their input is valued, they feel more invested in the organization’s success. Creating an environment where associates feel heard, challenged, and supported not only drives their motivation but also aligns their goals with the organization’s. Engaged associates are high performers—and they’re much more likely to stay and grow within the practice. What strategies have you found effective for engaging and motivating your associates? #DentalLeadership #MotivatingAssociates #TeamEngagement #DSO #GrowthCulture #PeopleDevelopment

💥 😱 Training is fundamentally broken. Think about it: We spend HOURS listening to lectures, reading books, or watching videos… only to retain almost nothing. The result? Knowledge that fades faster than yesterday’s to-do list. Why? Because passive learning is a trap. We consume knowledge, but we never truly retain it. The solution? 💡 Shift from PASSIVE to ACTIVE learning. This is where the Learning Pyramid comes in. 🔺 What is the Learning Pyramid? It’s a simple, science-backed model that shows how we retain information. And here’s the spoiler: 👉 The secret to learning isn’t listening. It’s DOING. Here’s how it breaks down: 👀 At the top: Passive methods like lectures, reading, and watching videos. 💪 At the bottom: Active methods like practice, group discussions, and teaching others. The difference? 💡 Passive methods = Knowledge INPUT. 💥 Active methods = Knowledge OUTPUT. And guess what? 👉 The magic happens in the output. Imagine this: Instead of your team passively sitting through a 60-minute presentation (retention: 5%)… 💥 They teach the same content to others (retention: 90%). That’s not just a small shift. That’s a GAME. CHANGER. 🤩🤩🤩 SO… how do you level up your learning experiences starting today? 💥 Here’s the powerful truth: The best way to learn something is to teach it. If you’re running a team workshop, client training, or even a simple meeting – make it INTERACTIVE! 😀 Here are 5 easy tools to boost engagement and retention immediately: 1️⃣ Breakout Rooms Don’t let participants sit passively. 💬 Break them into small groups to discuss key topics and collaborate in real-time. Easy to do with Zoom, Microsoft Teams, or Google Meet. 2️⃣ Online Whiteboards (Figma, Miro, Mural) Learning doesn’t just happen through words. Let people sketch, brainstorm, and visually build ideas together during sessions. It taps into visual + active learning modes! 3️⃣ Quizzes & Polls People LOVE immediate feedback. Tools like Slido or Kahoot! make it easy to add live polls and quizzes during your sessions. 4️⃣ Peer Teaching Exercises Want someone to REALLY learn something? 💡 Ask them to teach it to someone else. Teaching forces them to organize their thoughts and solidify their understanding. 5️⃣ Interactive Demos Forget slide decks. SHOW people how something works, then let them try it themselves. The difference? 👀 Passive watching vs. 💪 Active doing. 🔥 Here’s the challenge: If you want your team (or clients) to actually retain what you’re teaching… 👉 Make them do the work. ❌ Stop talking AT them. ✅ Start collaborating WITH them. Because retention doesn’t come from listening. It comes from ACTION. ///// ///// ///// ///// ///// 👋🏻Hi, I’m Andy! Enjoy this? ♻️ Repost it to your network and follow me for more. Want to build the future of architecture with me? Let’s start a conversation today. 🌟 #Architecture #Collaboration #Innovation #Leadership #slantisVibes

A – Activate: Elevating Your Active Listening and Engagement Skills It’s time to focus on A – Activate. Let’s start with Active engagement. According to Gallup, U.S. employee engagement dropped to its lowest level in a decade in 2024, with only 31% of employees engaged—a figure not seen since 2014. Meanwhile, 17% are actively disengaged, matching the same period. So, how do you activate engagement in your meetings and conversations? CultureMonkey identifies these top five drivers: 1. Meaningful work that aligns with personal values: Do your team members see how their work contributes to the bigger picture? Make the connection clear. 2.  Supportive and transparent leadership: Instead of just talking at your team, ask for input and act on it. For example, start meetings with, “What’s one challenge you need help with this week?” 3. Opportunities for professional growth: Are you coaching, mentoring, and providing stretch assignments? Growth fuels engagement. 4. Recognition and appreciation: A simple, “Great job on that presentation, Alex—your insights helped shape our strategy,” goes a long way. 5.     A positive work environment: People thrive in cultures where they feel heard, valued, and respected. How often do you check in, not just on work, but on your team’s well-being? Active Listening: The Power of Presence.  Mastering active listening is crucial to helping you and the receiver stay focused and present. It’s the difference between just hearing words and genuinely understanding what someone is saying—and what they’re not saying. Here’s how to activate your listening skills: ·  Eliminate distractions and be fully present: Put down your phone, close your laptop, and tune in. Example: Next time you’re in a 1:1, resist the urge to multitask—your attention is your most valuable currency. · Engage with curiosity: Ask thoughtful questions and show genuine interest:  Instead of nodding along, dig deeper. Try, “Tell me more about that,” or “What’s driving that concern?” Genuine curiosity leads to better insights. · Listen to understand, not just to reply.   Practice empathy: Before responding, ask yourself, “Am I acknowledging their perspective, or just waiting for my turn to talk?” Are You Truly Activating? Ask yourself: · Am I actively engaging in conversations, meetings, and teamwork—or just going through the motions? · Am I fostering engagement by recognizing contributions, asking for input, and creating space for meaningful discussions? ·  Am I truly listening—or just waiting for my turn to speak? Now, I want to hear from you!  Let’s learn from each other! Drop a comment below and share: What’s one strategy you use to activate engagement or listening in your workplace? Next up in the IMPACT© Process: "Clarify," we’ll discuss ensuring alignment and understanding. Stay tuned! #ActiveListening #Engagement #CommunicationSkills #IMPACT

𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘁𝗼 𝗞𝗲𝗲𝗽 𝗬𝗼𝘂𝗿 𝗔𝘂𝗱𝗶𝗲𝗻𝗰𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗱? 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗦𝗲𝗰𝗿𝗲𝘁 𝘁𝗼 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗻𝗴 𝗗𝗲𝗲𝗽𝗹𝘆  We all want to captivate our audience—whether in a meeting, on social media, or during a sales pitch. But too often, we focus on 𝘸𝘩𝘢𝘵 𝘸𝘦 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘴𝘢𝘺 instead of 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘩𝘦𝘢𝘳.  Here’s the truth: 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀𝗻’𝘁 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂. 𝗜𝘁’𝘀 𝗮𝗯𝗼𝘂𝘁 𝗧𝗛𝗘𝗠.  Want to grab and keep their attention? Master these 5 principles:  1️⃣ 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗧𝗛𝗘𝗜𝗥 𝗽𝗿𝗼𝗯𝗹𝗲𝗺.   Your audience doesn’t care about your goals; they care about their challenges. Speak to the pain points they’re losing sleep over.  2️⃣ 𝗨𝘀𝗲 𝘀𝘁𝗼𝗿𝗶𝗲𝘀, 𝗻𝗼𝘁 𝘀𝘁𝗮𝘁𝘀.   People remember stories, not spreadsheets. Share relatable, emotional, and even personal anecdotes that resonate on a human level.  3️⃣ 𝗜𝗻𝘃𝗶𝘁𝗲 𝘁𝗵𝗲𝗺 𝘁𝗼 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗲.   Engagement is a two-way street. Ask questions, spark discussions, or invite them to share their thoughts. People value being part of the conversation.  4️⃣ 𝗦𝗽𝗲𝗮𝗸 𝘁𝗵𝗲𝗶𝗿 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲.   Simplify your message. Avoid jargon or overly polished language. Speak with authenticity, like you’re chatting with a friend.  5️⃣ 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗮𝗯𝗼𝘂𝘁 𝗩𝗔𝗟𝗨𝗘, 𝗻𝗼𝘁 𝘃𝗮𝗻𝗶𝘁𝘆.   Your audience isn’t there to applaud you; they’re looking for something that benefits them. Leave them with an actionable takeaway or fresh perspective.  👉 𝗛𝗲𝗿𝗲’𝘀 𝗺𝘆 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂:   Next time you’re addressing your audience, pause and ask:   ➡️ 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘛𝘏𝘌𝘠 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘩𝘦𝘢𝘳 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸?  When you lead with connection and value, engagement becomes natural.  𝗢𝘃𝗲𝗿 𝘁𝗼 𝘆𝗼𝘂: What’s your go-to strategy for connecting with your audience? Drop it in the comments—I’d love to hear your insights!  ♻️ Feel this post could help someone? Share it with your network.   👤 Follow me for more insights on marketing, mindset, entrepreneurship, and connection.

Motivation is a powerful resource that often needs to be unlocked. Whether intrinsic (driven by internal rewards) or extrinsic (sparked by external incentives), motivation fuels action, perseverance, and success. This past week, I spent time with a global leadership team led by Matthew Joyce, who exemplifies the power of inspiration. The week’s focus on cultivating a growth mindset and embracing continuous learning reminded me that motivation isn’t given; it’s uncovered. A growth mindset, the belief that abilities develop through dedication and learning, is central to unlocking motivation. Leaders who model this mindset inspire teams to embrace challenges and view setbacks as growth opportunities. By aligning values with purpose and fostering learning-focused environments, they help individuals feel seen, valued, and capable of progress. Here are key strategies I saw in action this week: FOCUS ON PROGRESS, NOT PERFECTION Matt and the team celebrated smart wins and intelligent failures, creating momentum and energizing their team. Research shows progress fuels motivation, especially when setbacks are framed as learning opportunities. A "Progress Made and Progress Needed" framework helps teams celebrate early wins while maintaining focus as projects advance. LEVERAGE PURPOSE AS A MOTIVATIONAL DRIVER This team consistently tied tasks to a greater purpose or North Star, inspiring their team to connect daily efforts with a larger vision. Motivation is amplified when individuals see how their work matters and feel encouraged to grow in the process. Leaders who align purpose with learning create deep engagement and commitment. FOSTER COLLECTIVE ENERGY Motivation is contagious, and the week radiated energy that inspired the team to embrace a learning mindset. Being together is an investment that pays tremendous dividends. The Proximity Effect, the power of being physically present, amplifies collective energy. Growth-focused leaders energize their teams to take risks, learn, and give their best. THE LEADER-FOLLOWER CONNECTION Motivation is intricately tied to the attributes of effective followership and likely plays both a mediating and moderating role in their impact. The leader/follower with a growth mindset models behaviors that inspire and energize teams, fostering balanced accountability, learning, and shared purpose. By building psychological safety and trust, they unlock intrinsic motivation, turning alignment with mission and collaboration into meaningful outcomes. This dynamic connection between leadership and followership creates a cycle of engagement, innovation, and mutual success. Discovering motivation is like uncovering a hidden treasure. Motivation drives continual improvement, whether sparked by progress, purpose, or shared energy. What’s your motivation today? Who inspires you, and how can you inspire others? Let’s uncover it, share it, and move forward…ONWARD! #followership #motivation The Encompass Group

5 Keys to Engaging Your Team and Elevating Performance 👇🏽 Employee engagement isn’t just about perks, bonuses, or a great office space—it’s about alignment, clarity, and purpose. When teams are disengaged, it’s rarely because they don’t want to perform. So how do you truly engage your team and create an environment where they thrive? 1️⃣ Clarity & Purpose – People perform best when they understand their role and how it contributes to the bigger picture. 2️⃣ Emotional Intelligence (EQ) – Engagement is deeply tied to how leaders make their teams feel. A high-EQ leader cultivates trust, motivation, and resilience within their team. 3️⃣ Empowerment & Growth – Micromanagement kills engagement. Give your team autonomy, challenge them with meaningful work, and provide opportunities for development. People stay where they feel they are growing. 4️⃣ Recognition & Appreciation – Never underestimate the power of acknowledging effort. A simple “I see you” can fuel motivation and commitment. 5️⃣ Communication & Connection – Engagement is built on relationships. Open, transparent, and frequent communication strengthens trust, alignment, and team cohesion. A disconnected leader breeds disengaged employees. Engagement isn’t about managing people—it’s about leading them. When leaders master these five pillars, teams don’t just show up; they step up. Which of these do you think you need to work on? I can say for myself, number four is something I don’t do enough! Rise Up For You, SHRM-CP, SHRM-SCP your learning and development partner.