As the first official Gallup-certified strengths coach, I am in tune with employee engagement and have been trained in how to drive an engaged workspace culture. Research shows that engaged employees are 17% more productive than their peers. But what is engagement, how can we measure it, and how can we build engagement in our organization.


Gallup defines employee engagement as the involvement and enthusiasm of employees in their work and workplace. It measures and helps you to manage employees’ perspectives on the crucial elements of your workplace culture. It can help to evaluate productivity, emotional commitment, creativity, and the investment of the employee in the workplace.


There are 3 major terms we use when describing engagement: Engaged, not engaged, and actively disengaged.


An employee who is engaged is emotionally vested and committed to you and your organization. Only 13% of the workforce is considered engaged.


63% of employees are not engaged but may be satisfied in their work. This can be due to needing benefits or just an income to pay bills.


Actively disengage employees have problems with the organization or how it’s run and tend to talk bad behind the organization’s back. These employees are known to cause the drama.  According to Gallup polls, 24% of employees are actively disengaged.


So, how do we measure engagement? Gallup’s Q-12 method is the best approach when working with a team. We use this assessment to measure engagement from 1 – 5. We then compare the engagement in your workplace with world class performances for engagement worldwide. Consider these 12 questions when evaluating engagement in the workplace:


1. I know what is expected of me at work.

2. I have the materials and equipment I need to do my work right.

3. At work I have the opportunity to do what I do best every day.

4. In the last 7 days, I have received recognition or praise for doing good work.

5. My supervisor or someone at work seems to care about me as a person.

6. There is someone at work who encourages my development.

7. At work my opinions seem to count.

8. The mission or purpose of my company makes me feel my job is important.

9. My associates or fellow employees are committed to doing quality work.

10. I have a best friend at work.

11. In the last 6 months someone has talked to me about my progress.

12. In the last year, I have had opportunities at work to learn and grow.


Engagement is a great tool used to help us understand how our employees view the organization. One effective tool is the CliftonStrengths assessment. When companies use Strengths in the training and development of their people, it shows that you are investing in them and what they do best.


If you are interested in creating a strategy for engagement with the use of Strengths within your organization let’s connect. Ask me anything HERE.


Image by Thirdman

If you are a coach launching your business, or if you want to scale your business to a six to seven-figure company, I want to show you the 9 Step Roadmap for Coachpreneurs.


Since starting my business in 1993, I have gained so much experience and wisdom. It’d be a waste not to share it.


As you start out, you will have to work hard to get your coaching business off the ground, you will be looking for a community of like-minded coaches, or it may be a struggle to attract a steady flow of clients. Don’t worry, you are in the right place.


Here is the 9 Step Roadmap for Coachpreneurs:


1. Discover Your Brand & Niche

2. Decide on Packages, Pricing & Plans

3. Determine Your Marketing Plan

4.Deploy Your Sales Strengths

5.Design Your Best Online Presence

6.Deepen Your Professional Coaching

7.Differentiate with a Book

8.Double Your Speaking Income

9.Dream Multiple Streams of Income


If you are interested in launching, leveraging, and leading your business successfully, consider joining my Coachpreneur Masterclass & Mastermind. This masterclass isn’t only about building a better business, you’ll also connect with talented coaches, accountability partners, and a team. Remember, you are not alone.


To learn more about the 9 step Roadmap and how it can help you win in your business, watch the full video.


If you want to go deeper into this topic and learn more about my services and how I can help you reach your goals, Ask Brent Anything HERE.

Organizations thrive when there is a clear sense of purpose, drive, and culture. To move that culture forward, you need great managers who have clarity in their roles, understand their team, and have a desire to learn how to champion your people through the employee experience.


It is our responsibility as leaders/organizations to get the best out of our people. Not just so that we are more profitable and more productive, but also to help improve the well-being of the associates and employees that work in our organization.


One of the most critical components of growing an organization in today’s world is attracting star employees. Once you start attracting potential employees, you must go through a hiring process. According to Gallup research, 82% of organizations miss-hire at the manager level.


Though CliftonStrengths is not a legal hiring tool, it is a development tool that is used to assess the employees who will be a part of your team. When you ask strengths-based hiring questions, you can see what level of raw vs. refined talents your people use. How they are master those talents in their role can be an important part of the employee experience.


What follows is a model of the employee experience/lifecycle. Gallup has organized this cycle in a format that helps us understand how we can structure and apply Strengths throughout the process.



Strengths can be applied throughout all seven phases of the employee experience. Champion your people like your business depends on it! Download your PDF copy HERE.


To learn more about the employee lifecycle watch the full video. The new Workplace Solutions Toolkit is also a great resource to develop how you champion your people inside the workplace.


With our workshop, each of these phases is covered in more depth. If you are interested in this or any of the workshops we offer, or if you would like executive coaching, contact me HERE.

One of the most important things to focus on when running a business is stress management for bosses. As an entrepreneur, you are a boss. If you manage people in any capacity, you must keep two important factors in mind when dealing with people: people development and the performance of your people.


People development is about learning how you can increase potential and bring out the best in your people. Performance is about understanding ways to be more productive, more profitable, and develop world-class excellence in your organization. Research shows that 68% of Americans identify work as a top source of stress. It is the number one factor in creating a heightened sense of stress. It is also the number factor in creating a greater sense of wellbeing. This is even more true for bosses.


When you own your own business, you are the boss. Being a boss is a unique role. You not only experience the normal work stressors, but you add in your environment (economy, area, industry), and you work is often tied in with life events (personal, emotional, or financial). You must manage your own stress level and help your people manage their stress as well.


Focus on how to manage your stress and the stress of your people. Learn to recognize the signs and symptoms of stress in yourself as well as in your people. Then, respond to stress in an effective and efficient way and reduce stress by creating systems to manage stress levels in your organization.


As a boss, set a proper tone with your style of managing your people. Here are 10 tips on how to help you lead in your role:


1. Have more emotional intelligence when communicating with your people.

2. Learn to spot mood-shifts in yourself and in your people.

3. Notice when there is withdrawal from other people.

4. Look at job performance patterns for yourself as well as for your people.

5. Work on encouraging people to build deeper friendships in the workplace.

6. Be aware of mental health warning signs in the workplace.

7. Have regular check-ins, one-on-ones, and team huddles.

8. Find the right words to communicate to your people. Be courageous, intentional, and specific.

9. Be compassionate to yourself. Not  judgmental. You are enough.

10. Provide professional coaching and training services for yourself and for your business.


When you master your strengths and manage your weaknesses, you can respond in a way that is helpful to yourself and your team. Learn how to engage your people and curate an efficient workplace and world-class in excellence within your organization.


If you need help with stress management or other professional development, reach out to me HERE.


Cover photo by Andrea Piacquadio