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Another Employee you’ve Spent Thousands of Dollars and Hours Training on Left. Who’s going to Do Their Job? You?

Recently, Forbes, the world leader in entrepreneurial spirit, pointed to a crisis in business leadership and workplace engagement citing that 65% of workers surveyed would choose a better boss over a pay raise. What that means is that over half of the work force, and that could be your work force, would jump at the chance to work in an environment where they feel more valued, in an environment where people truly feel engaged and in an environment where their efforts have a positive impact. Throwing more money at them won’t matter. The just want to be engaged and involved in helping your business grow and prosper. Looking at this statistic again, ask 100 workers if they would take more money to stay with an organization just because the money is good or choose a better boss and 65 of them would say no. These 65 employees are likely some of your best employees. Employees your competition would jump at to hire, and you need to realize that no amount of money will keep them with you unless you engage them in their daily work. How can you do this?

Lead with Genuine Appreciation and Employee Acknowledgement

Judy Umlas, leading author and industry consultant, provides the groundwork to overcome barriers by using acknowledgement in a heartfelt, profound, and generous way that will truly reach, encourage, and inspire your people. Judy helps you value your people, so in turn, they value you and your business. In an age where people come and go, even in the best companies, managers are often left wondering this simple question. Why? Judy has the key to the answer, and it’s simpler than you think. Grateful leadership has helped business like Volvo, Prudential, JMP engineering, Fannie Mae, the World Bank, Google, Amway, the U.S. Army, the New York Police, and hosts of others discover just exactly how to manage people to success with the power of engagement. And we’re ready to help you bring Judy’s message to your organization.

Increase Employee Productivity and Get Your People to Perform at Their Best

When leaders are grateful to their people for their contributions, people want to perform to their maximum. On the flip side, when people are unappreciated by their leaders, they feel invisible, demotivated, deflated, and even resentful. The difference between these two management philosophies is the difference between people performing their best for the common cause of your business and people doing just enough to get by until a better job comes along. And when those employees find that other, better job who really loses.

The True Cost of Non-Engaged Employees

On average, the cost of a single employee turnover can range from 50-150% of their annual salary. These costs include exit interviews, admin functions, severance pay, unemployment compensation increases, and the cost of attracting, interviewing, and selecting new employees. Compile these costs with the unrealized productivity of the outgoing employee and the internal ramifications of separation on other employees and it could be said that the true cost can be much higher.

Keeping Employees Loyal and Engaged Keeps Your Business in the Black with Engaged2Perform

Instead of shouldering the cost of disaffected employees, you can create a culture of engagement, productivity, and genuine teamwork by using Judy’s proven plan of Grateful Leadership. At Engaged2Perform we work closely with Judy’s principles and apply them to your business model. The Grateful Leadership Course Program is available for in house workshops, live or on demand webinars. Register for the On Demand Webinar Here When you’re ready to stop losing employees and save money and time, call our team and let us help. We’ll be happy to show you just how the benefits of our programs boost your business productivity and morale. Call us now at 519-656-1066, or drop us a line here. You’ll be glad you did.

 Grateful Leadership Book Cover-Reduced


Availability: On Demand-Accessible at Any Time Credits Associated with Participation: 5.75 HRCI Cost: $450.00 USD Time: 6 Hours of Program Content Invest in Your Leadership Skills Now and Participate in this Exciting Program to Advance Your Career and Maximize Your Team’s Commitment, Performance and Engagement!! Registration and Payment Link: Register and Learn More

About the Program

Effective leaders must find ways to enhance people’s level of engagement, commitment, and support, especially during the difficult periods of time that all organizations may face. Grateful leaders can tap into the power of personal commitment and dedication by acknowledging people in an authentic and heartfelt manner. Those leaders who model true acknowledgment behavior will inspire others to do the same and to want to dramatically increase their levels of contribution to the organization, making the power of acknowledgment transformational.

Who Should Attend

  1. Senior and middle level managers who want to improve their leadership skills by using acknowledgment to enhance their interpersonal and communication capabilities
  2. Junior managers who are being prepared for higher levels of leadership
  3. Those with hands-on supervisory or managerial experience and responsibility
  4. Employees who have a current or impending role as an organizational change agent Performance Focus


  • Linking effective leadership and employee engagement
  • Strengthening interpersonal relationships
  • Motivating team members and stakeholders
  • Developing personal leadership capabilities
  • Assessing personal acknowledgment skills

What Will You Learn

You will learn how to:

  1. Understand and develop the capability to act upon the need for Grateful Leadership to create a culture of appreciation in the workplace
  2. Understand the potentially huge benefits of Grateful Leadership in the workplace
  3. Overcome the barriers to using acknowledgment
  4. Demonstrate the language and subtleties of authentic and heartfelt acknowledgement behavior
  5. Describe the Seven Principles of Acknowledgment for “High-Interest Benefits” in the context of participant’s personal leadership style
  6. Describe how to coach teams, managers, and other corporate stakeholders in using Grateful Leadership to produce breakthrough results

Overcome the barriers to using acknowledgment in a heartfelt, profound and generous way that will truly reach, encourage and inspire your people

Course Overview

Grateful Leadership-On Demand Programming – Accessible at Any Time (5.75 HRCI Credits For Participation) Course Overview Getting Started

  • Introductions
  • Course goals and objectives
  • Introspection on the practice of Grateful Leadership
  • The Workforce Engagement Sustainability Challenge
  • Employees who are engaged, not engaged, and actively disengaged
  • The costs of non-engagement
  • Meeting the workforce engagement challenge
  • Acknowledgment, Engagement, and Leadership
  • Acknowledgment and its benefits
  • Recognition versus acknowledgment
  • “Challenging people” case study
  • Blanchard, Covey, Keith (Servant Leadership): how acknowledgment fits into these leadership models
  • Leadership and acknowledgment
  • The 5 C’s – Consciousness, Courage, Choice, Communication, Commitment
  • Employing the Power of Acknowledgment
  • Overcoming barriers to acknowledgment
  • The Seven High-Interest Benefits Principles of Acknowledgment
  • Exploring the acknowledgment process
  • Applying the Principles of Acknowledgment within the Context of Your Personal Leadership Style

Case Study/Summary

Case study The ROI of Grateful Leadership Creating your Grateful Leadership Personal Action Plan™ Creating a Vision Statement for your organization that incorporates Grateful Leadership into your corporate culture The 360° Grateful Leadership Competency Assessment Summary What did we learn, and how can we implement this in our work environments? What You Will Receive This program is highly interactive and includes case studies, role-playing, action take-aways, the Knock Your Socks Off Exercise™ for Leaders, creation of an organizational vision statement, and a 360° Grateful Leadership Competency Assessment. You will each receive a copy of Grateful Leadership, Using the Power of Acknowledgment to Engage All Your People and Achieve Superior Results by Judith W. Umlas.


References Forbes-“…..Not too long ago I wrote about the 65 percent of American workers who would choose a better boss over a pay raise. With that in mind, I think it’s high time we started paying more attention to the “…crisis in leadership” Edelman is talking about. One of the things I like about Judy’s approach is how a simple change in how we interact with each other can actually foster an environment where people can perform at their best, be more engaged in their work, and have a positive impact on the level of trust employees feel toward the boss. I have to admit that I was very surprised at how little I really knew about acknowledging people—even though I thought I was pretty good at recognizing and rewarding accomplishments (which, by the way, are two very different things)…..” Read Referral Huffington Post-“…….I recently began reading about a form of management that focuses on the significance of leading employees with gratitude. The concept — Grateful Leadership — comes from a book of the same name by author/Senior VP at the International Institute for Learning Judith W. Umlas. Inside, Umlas discusses how leading a team through gratitude and the Power of Acknowledgment serves as a paramount management tool, allowing the team to perform to their maximum potential while gaining the highest level of satisfaction……” Read Referral Positive Psychology News Daily-“……The author explains how she began to realize how many people go wanting for acknowledgement throughout their working careers. She was touched to discover the care regular working people routinely put into high-level personalized service. Judy was even more surprised when she realized how often their dedication is ignored. Is there a price to be paid for overlooking the contributions of people we work and live with? Gallup surveys suggest a strong link between full productive loyal engagement and acknowledgement. Moreover, reports and exit interviews show unacknowledged high performing employees often leave their jobs even when extrinsic rewards and intrinsic satisfaction are high. How many other important relationships unravel for the same reason?…..”  Read Referral 


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