The Need For Roots: Using Meaningful Connection, Foreseeing Action, and Responsible Risk to Lead in an Age of Disruption and Complexity

The purpose of this dissertation is to examine the reason employee engagement in both the public and private sectors is so low, the elements needed to increase employee engagement, and how applying transformational leadership principles to said elements result in greater employee happiness, meaning, growth, and commitment at work. Theory U was taught to the executives at ArcBest, a logistics company in Arkansas, as well as to 15 young executives in various companies throughout Northwest Arkansas. The Theory U process helped participants identify and articulate the qualities lacking, both in themselves and their organizations, for greater engagement and transformative results. The elements needed to increase employee engagement are motivation (both intrinsic and extrinsic), ability (training and development), and environment (or work culture). The stakeholders that affect these elements are the employees themselves, organizational managers and leaders, and Human Res. The outcome of this project was the formation of three inner postures: meaningful connection, foreseeing action, and responsible risk, which helps employees function at a deeper level of creativity, wisdom, and love to navigate complex organizational and marketplace situations as well as experience personal transformation on the job.