Ben, I appreciate the opportunity to provide some additional insight on my experience with the Reiss Motivation Profile.

In short: it works. Several things happen:

- The overall tolerance level of the group goes up (leader and employees) because everyone has a much better understanding of individual motivations.
- The leader (if they are even marginally competent) has the wherewithal to tailor her or his approach to dealing with the group and individuals to take into account those motivational differences.
- As a result, leader-follower friction is reduced, understanding goes up, and productivity increases.
- Why? Because 1) because employees feel appreciated and 2) their motivations needs have been met.
- If you are asking me for concrete metrics, I do not have those. What I do have are the self-reports of those who have gone through the process. Which incidentally include over 40,000 individuals worldwide and hundreds of companies worldwide to include major sports teams.

In sum, this approach works. It's grounded in solid scientific research and backed by practical field experience.

Thanks for the opportunity to clarify, Ben. I am not saying that this is the only approach to engagement. In fact, I am sure that as an expert on employee engagement that you have a process and approach that works as well.

That said, there is absolutely more than one way to skin the engagement cat.

All the Best,

Joe