EngagingMinds Vision


VISION: What Future Are We Creating?

  • A future filled with creative, conscious leaders who lead and inspire the next generation of creative conscious leaders.
  • We are creating a future populated with leaders that genuinely care about those they lead.
  • We see these leaders focused on connecting individuals with their natural inner drive to do things that matter.
  • We see a virtuous upward spiral of performance in the organizations led by those of have learned the secrets of EngagingMinds Leadership DNA.

MISSION: What is Our Daily Focus?

  • Our daily focus is on bringing the best of leadership development to new generations of leaders, wherever they are.
  • At the same time we focus on connecting engaging leaders with their true potential, their natural genius, empowering them to make a real difference for the future of our planet.

PURPOSE: Why Do We Exist?

  • We exist to change the world by changing the skill sets and mind sets of leaders.
  • We are here to create a better world led by people who always focus on what is best for the world, not just what is best for the bottom line.


VALUES: The Things We Make Important and Which Are Non-negotiable

Being ‘Response-Able’ with a Bias for Action

Caring for the Dignity of Every Person in Every Interaction

Never-ending Learning & Curiosity

Taking a Stand for the Values We Believe In

Staying Focused on the Mission while Staying in Partnership

Creating Extraordinary Possibilities that Inspire 

Listening Mindfully for the Positive Intentions of Others

Always Living in the Inquiry

Making a Difference in the World: Giving More than We Take

Enabling the Expression of Inner Genius and Passion

Going the Extra Mile to Do What Matters


Why is engaging the minds of people so critical to business success?


The Gallup Management Journal (GMJ) surveyed U.S. employees to discover what effect employee engagement may have on team-level innovation and customer service delivery. Gallup researchers studied employee responses to several items about innovation in the workplace to see which factors differed most strongly among engaged employees (29% of respondents) and those who were not engaged (56%) or actively disengaged (15%). (See graphic "The Three Types of Employees.")

Gallup research has shown that engaged employees are more productive, profitable, safer, create stronger customer relationships, and stay longer with their company than less engaged employees. This latest research indicates that workplace engagement is also a powerful factor in catalyzing "outside-the-box" thinking to improve management and business processes as well as customer service.

Now look at one more chart that assesses the cost to US companies when 56% of their employees are not actively engaged: between $287 to $328 billion dollars annually.


The cost of disengagement

At EngagingMinds, we understand that leaders must be engaged in order for their employees to be engaged.

We rarely see an organization where the leaders are fully engaged but the employees are not. 

Does it not make sense then, to focus on developing engaged leaders who are fully focused on engaging the minds of their colleagues?

Our mission is nothing short of developing conscious, creative leaders who make it their business to develop the next generation of conscious creative leaders.

Think about this: if only 29% of the employees in an organization are truly engaged, it means that only about a third of the organization is actively contributing to results. The rest are either a part of the problem or actively making the problem bigger. What would happen if the number of engaged employees increased by 10%? Think about that.

The value of engaged leaders shows up in employees in the form of :

  • Retention
  • Motivation
  • Productivity
  • Creativity
  • Innovation
  • Profitability
  • Sustainability

How will you know your leaders and your employees are fully engaged? According to a Towers Perrin study:

  • Employees are engaged when many different levels of employees are feeling fully involved and enthusiastic about their jobs and their organizations.
  • Engagement is the willingness and ability to contribute to company success:" the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy and passion." 

So how do we get an engaged organization? 

  • Start by investing in developing engaging leaders on an ongoing basis.
  • Give them actual, vivid experiences of applying Leadership DNA.
  • Coach them in applying their new mind sets and skill sets on the job.