Written by: Hermann du Plessis
Article source: Supplied
“Engaged employees are more productive, more innovative and more profitable… We are confident that we have systematically developed an Engagement model that adds value.”
— Lead With Intent, p. 16
Let’s be honest: when people are disengaged at work, everything slows down—innovation, morale, and eventually, the entire business. But the opposite is also true: when people are engaged, they give more than their job description requires. They bring their heart to the table, not just their hands.
As leaders, our responsibility is not just to manage people, but to inspire engagement. And that starts with how we show up, what we model, and whether we choose to lead with intent.
CASE STUDY: A CULTURE TRANSFORMED
In 2007, our team at TTLI (Themba Thandeka Leadership Institute) began working with a division of a global corporation. At the time, staff turnover was high, morale was low, and performance was lagging behind.
What began as a modest intervention—simple coaching and team workshops—turned into a multi-year transformation.
We worked closely with the Executive and Senior Management to address shortcomings, realign priorities, and implement a model of Intentional Leadership built on the Servant Leadership philosophy.
The results?
📈 From 2017 through to 2020, this division ranked #1 in employee engagement out of 50,000 employees globally.
📈 They scored double the company’s average across all engagement indicators.
SO WHAT DID WE DO?
We didn’t wave a magic wand. We built a model. We listened. We questioned. And most importantly, we led with intent.
Together with the leadership team, we unpacked what had worked and what hadn’t. We retraced steps. We revisited data. And then, we created something practical: The TTLI Engagement Model.
This model has since been used in companies big and small. It works because it is rooted in relational leadership, honest feedback, and clear cultural principles.
THE 3 ENGAGEMENT PRINCIPLES THAT MADE THE DIFFERENCE
1. Culture Eats Strategy for Breakfast
We focused on the relational fabric of the organisation. Staff didn’t need another performance incentive—they needed to feel seen.
This meant:
- Building trust with regular check-ins
- Creating safe spaces for feedback
- Acknowledging people publicly and personally
2. People Engage Where They Are Valued
You can’t outsource care. The leaders who had the greatest impact were those who learned their team members’ stories—their family dynamics, dreams, and daily struggles.
We encouraged leaders to shift from performance managers to people developers.
3. Clarity Creates Commitment
Engagement thrives in environments where expectations are clear.
That’s why the model included structured engagement surveys, one-on-one coaching, and regular reflection tools.
As a result, team members said things like:
“Now I know what success looks like.”
“I feel like I matter here.”
“I want to give my best.”
WHY THIS MATTERS FOR FAITH-LED LEADERS
As Christian leaders, we cannot separate our theology from our leadership. Scripture reminds us again and again of God’s investment in people—not in outcomes, but in hearts.
“Whatever you do, work at it with all your heart, as working for the Lord, not for human masters.”
— Colossians 3:23
People will give you their hands when they have to. But they will only give you their hearts when they believe you see them.
That’s the essence of engagement: to care enough to notice.
BUILDING ENGAGEMENT IN YOUR ORGANISATION
Here’s how you can start applying some of these principles this week:
- Host a listening session
No agenda. Just ask, “What’s working for you?” and “Where can I lead better?” - Celebrate small wins
Publicly acknowledge team members for effort and character, not just outcomes. - Define success together
Co-create what “winning” looks like. This increases ownership and clarity. - Coach regularly
Implement check-ins that focus not only on performance but on wellbeing and development. - Create feedback loops
Build a culture where feedback is expected and celebrated—not feared.
A DIFFERENT METRIC FOR SUCCESS
Too often, we measure success in revenue and reports. But what if we measured it in:
- Staff retention
- Team morale
- Willing collaboration
- Spiritual growth and alignment
That’s what happened in the company we helped transform. And it’s possible for your organisation too.
FINAL ENCOURAGEMENT
“This business was extremely brave, but the process was a winner.”
— Lead With Intent, p. 164
The truth is, people want to engage. They want to grow, contribute, and belong. But leadership sets the tone. And if you lead with intent, engagement becomes more than a KPI—it becomes a culture.
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Date published: 21/07/2025
Feature image: Image for illustrative purposes only.
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