What are the best ways to develop a thought leadership program that engages employees?

We’ve seen success with standing up specific programming to encourage exactly this. We selected colleagues from across functions as thought champions who explicitly engage in innovation, are empowered to be a voice of our customers, and to even collaborate with one another to bring ideas to the forefront. It’s become both a star for colleague engagement and a trusted source of new ideas as a reliable focus group.

From my experience in coaching leaders to find their purpose, defining goals and themes for a thought leadership program should be an introspective process. It's essential to integrate the organization's mission with the individual purposes of employees. For instance, in a healthcare setting, while exploring themes like patient experience, we can also delve into how each role embodies service and healing, which are core Christian values. This not only aligns with organizational objectives but also resonates deeply with employees' personal beliefs, driving engagement and passion in their contributions.

I have been fortunate to lead groups of all different ages, genders and personalities. For me the key is prior to setting any goals is finding out what people are passion about and what makes them tick. When a goal aligns with someone’s passion they become more invested and determined to meet and exceed any goal set. Match the goal with the personality!

Create knowledge-sharing forums that are designed to meet specific goals and that promote collaboration, engage employees, and invite participants to get involved because they are stakeholders in the process, sharing insights, wisdom, innovation, lessons learned, and professional growth.

Thought leadership in healthcare is now a necessity rather than an option. How do you ensure everyone is engaged and moving in the same direction if they are not thought-partners? One thing I have learned in leadership is letting others grow and have the autonomy to bring new ideas and diversified thinking. Thought-leaders are like a tree, they have to allow all the nutrients, evolution and growth happen collaboratively despite all chaos, wear & tears, or climate. This can be achieved if a leader is truly rooted in their core values and reflects it in the organization at large. Simply, everyone needs to work together to really create better ways on managing quality health in our communities through wise leadership & partnership.

In identifying and nurturing contributors within your organization, it's crucial to recognize that each individual is at a different stage in their leadership journey. As a coach, I've found that providing tailored support and recognizing the unique strengths of each employee not only fosters inclusion but also uncovers hidden potential. Encouraging employees to share stories of personal growth, resilience, and connection can inspire others and create a rich tapestry of thought leadership that reflects the diversity and depth of the organization

True leadership behaves for those lead. As a leader one stands in a space of influence. This position is not for self it is for those one leads. Thus take the opportunity to serve the led supporting each to be a leader. Speak as a voice for those one leads.

Engage your employees by creating opportunities for them to contribute their expertise and insights. This could include hosting regular brainstorming sessions, creating a platform for sharing industry trends and insights, or even organizing internal speaking opportunities.

A great way to bring thought leadership to life is by involving people in discussions about the topic. Face to face conversations can be supplemented by interactive online discussions, surveys and games. Not only will this spark employee interest and advocacy, but it will also lead to richer content.

Choosing the right formats and channels for thought leadership content is akin to understanding the unique ways in which different people learn and grow. Just as in coaching, where some clients may benefit from visual aids while others prefer in-depth reading, organizations should tailor their content to meet varied preferences. Incorporating mindfulness practices, for example, can be shared through guided meditation podcasts, while in-depth theological discussions on leadership can take the form of white papers or webinars.

Equip your employees with the tools and resources they need to stay informed and up-to-date on industry trends and best practices. This could include providing access to industry publications, hosting workshops or webinars, or partnering with industry experts to provide training opportunities.

Measuring the impact of a thought leadership program goes beyond analytics; it's about the transformation in the workplace culture and the personal growth of employees. In my practice, I've seen that when organizations celebrate not just the quantifiable successes but also the qualitative shifts in employee engagement and morale, they foster a more supportive and connected environment. Regular reflection and feedback sessions, much like in a coaching relationship, can be instrumental in continuously refining and improving the program.

I'll add two points. 1. Value relationships. Get to know staff and what is important to them both personally and professionally. You can share some about yourself too. A leader who genuinely cares for employees will inspire engagement and belonging. 2. Model listening to ideas, feedback, concerns etc. If there is a toxicity in the culture or teams, you'll have to do some repair and rebuilding of trust first. Having clear expectations, an apology for mistreatment, and good listening will help.

Innovative ideas start from the ground up; an effective leader recognizes this and creates safe spaces for everyone at every level to contribute ideas freely. Collaborative learning builds confidence and competence for the whole organization.

An often-overlooked aspect of thought leadership is the spiritual dimension. In a world where employees are seeking meaning and connection, integrating spiritual well-being into the program can be transformative. Sharing leadership insights through the lens of faith, offering spaces for reflection and connection, and recognizing the spiritual contributions of employees can enrich the program immensely. It's about creating a holistic approach that nurtures not just the mind and the body but also the spirit of the organization.

Another way to engage employees in applying some of the new learning from whichever program you design is to ask them to select a topic and develop a talk/pitch on it. Some people process new information best by teaching others. It will also provide another way of determining whether the individual has really internalized the concepts/ideas.

I’ve found it’s important to coach your experts. Help them distill their ideas and thoughts in an easy to digest format. It also helps them slow down and make sure they’re pointed with their stories.