After a reorg, your people execute but no longer carry the project. They do their part without really committing, and performance stays individual. Engagement is one of the five topics in the keynote by Domitille Kiger, skydiving world champion. Her conviction: engagement cannot be ordered, it appears when everyone carries shared ownership of everyone else's success, finds pride of belonging again, and knows their voice counts.
With no clarity on what actually matters, people do their part without carrying the shared goal. Cohesion stays on the surface, performance stays individual. Work gets done, everyone delivers their scope, but nobody feels responsible for the result as a whole. The values on the wall make good slides and nobody feels them.
Engagement cannot be ordered. A reorg, a rising workload, a purpose that fades, and it erodes quietly, long before anyone resigns. People try to revive it with bonuses or offsites, but what is missing is simpler: a reason to be proud, a clear slot, and the certainty of being heard.
Engagement cannot be ordered. It follows, when a team knows how to dare together.
You do not command engagement, you create the conditions for it. A team that tells a fatal risk from a vital risk knows what it can attempt without putting itself in danger. It moves without the diffuse fear of getting it wrong, everyone carries their share of the common result, and involvement comes on its own. Where vagueness installs disengagement, clarity makes engagement possible.
This is the extension of team cohesion : people only commit fully inside a collective where they count, where their contribution is necessary and recognized.
Domitille brings across her field method, built over more than 10 years of world records. Three pillars. For engagement, the purpose of the Horizon and the trust of the Parachute carry most of the load, anchored in the shared ownership of the Flight Plan.
Engagement starts with a clear slot. When everyone has a sharp view of their role and their steps, they carry shared ownership of everyone else's success. Small consecutive wins build confidence in oneself and in the team, and involvement follows naturally.
Engagement holds when people speak up. Domitille cultivates radical candor: everyone has to dare say what is not working, even to a world champion. Saying you are open to feedback, listening for real, and explaining when you do not follow an idea, that is what keeps involvement alive.
Domitille has never met a team without something that lights up the eyes of its members. Pride in the concrete effects of the work, pride in belonging to a story, pride in creating connection: revealing that why is the most powerful engagement lever there is.
Engagement is not a lost cause to be won back by force. It is the almost mechanical result of three conditions coming together: a clear slot, a pride made visible, a voice that counts. Bring those together, and involvement stops being an objective and becomes a consequence.
In a 200 person formation, engagement is not a poster on the wall, it is a structure. If one person fails, the whole collective fails. Everyone carries shared ownership of everyone else's success, and nobody can get away with going through the motions. Domitille built that shared ownership across 10 world records, and brings it to teams where involvement has thinned out.
That is what speaks to a leader: lasting engagement does not come from a speech, it comes from an organization where each person knows their contribution is necessary and recognized. The Ground Build workshop extends the keynote: a team physically builds a large formation figure, and lives shared ownership instead of hearing about it.
A very good session, instructive, motivating and inspiring. A message full of meaning, accessible, carried by real vitality and a joy of living.
A real collective click, with the ability to carry the whole room with her and to inspire our colleagues to push their limits and think differently.
By giving everyone back a clear slot, a pride and a voice. After a reorg, engagement erodes because the purpose has blurred. A keynote on engagement reconnects the team to its reason to be proud and installs shared ownership of success, then the RECORD Protocol turns it into a lasting method, not a burst of energy with no follow up.
No. Engagement is a consequence, not an order. You create the conditions for it: a clear slot, a pride made visible and a voice that carries. Domitille Kiger tested it on her records, where involvement comes from shared ownership, each person knowing that everyone's success also depends on them.
It is the involvement that appears when each person carries a share of the common result. In a skydiving formation, if one person fails, the whole collective fails: nobody can disengage without consequence. Carried over to business, that shared ownership moves teams from individual execution to shared commitment.
People commit where they dare speak. When a team knows it can raise a flag, suggest or disagree without risk, it stops enduring and starts contributing. Domitille calls it radical candor: daring to say what is not working, even to a world champion. Without that trust, engagement stays a facade.
Engagement is what the four other topics produce together: a clear slot, permission to dare, a leadership that delegates and a collective where you count. All of it carried by the same method, the RECORD Protocol.
An in depth brief to understand your engagement challenges and to build a tailored session that gives your teams back a slot, a pride and a voice.
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