Systematic Engagement at Enterprise Scale
How 13,000+ managers activated in 6 weeks through friction removal and culture design
The Challenge: Data Rich, Action Poor
A global professional services organization with over 13,000 managers was facing a problem that plagues many large enterprises: they were measuring engagement but not driving it.
Despite significant investment in sophisticated survey platforms and analytics, the reality was stark—less than 10% of managers were translating engagement insights into meaningful action.
We were spending significant resources collecting data that wasn't driving behavior change. Our managers weren't avoiding engagement—they just had no systematic way to make it actionable.
The MMOS Solution: Systematic Diagnosis and Design
Rather than assuming managers lacked motivation, MMOS used the Will-Skill-Way™ Diagnostic to identify systematic barriers:
Barrier
Will (Motivation)
Skill (Capability)
Way (Structure)
What We Discovered
Managers weren't avoiding engagement—they'd just never been told it mattered. No clear "why," no leadership modeling, no recognition when they acted.
Managers had no systematic process to interpret engagement data or translate insights into team actions.
Even motivated, skilled managers found the system nearly impossible to navigate—clunky launches, no workflow integration, no protected time.
The 6-Week Culture Activation Sprint
MMOS launched a Netflix-style episodic approach with five episodes, each culminating in specific actions aligned to systematic engagement building.
The 6-Step Manager Journey
Sprint Step
Set the Stage
Find the Markers
Mine the Messages
Be a Scientist
Tell the Story
Proceed or Pivot
Manager Action
Build psychological safety, launch engagement survey
Analyze engagement data for key insights
Hold team conversations about themes
Run one behavioral experiment, track results
Share wins, misses, and changes
Keep what worked, abandon what didn't
What It Solved
Created safe environment for authentic team insights
Turned overwhelming data into actionable focus areas
Made engagement personal and relevant to daily work
Gave managers concrete actions that fit their workflow
Created organizational learning and momentum
Ensured continuous improvement and sustained change
The 6-Step Manager Journey
Skill (Capability)
8% → 23%
+188%
Survey Completions
733 → 816
+111% in 1/3 time
Manager Activation
10.7% → 40.7%
+280%
Managers Leading Experiments
13,000+
Activated
The MMOS Difference: Infrastructure Over Inspiration
This transformation wasn't achieved through motivation or traditional training—it was systematic friction removal combined with innovative experience design.
Identified and eliminated specific organizational friction points that prevented manager action.
Secured visible commitment and behavior modeling from senior levels before asking managers to change.
Made engagement work part of existing rhythms rather than additional tasks.
Applied entertainment industry principles to make participation exciting rather than obligatory.
Long-Term Cultural Impact
While the quantitative results were impressive, the qualitative transformation proved even more significant:
Became the new performance norm rather than top-down mandates
Emerged where managers shared both successes and failures openly
Shifted from HR responsibility to manager capability
Replaced reactive problem-solving across management layers
Key Insights for Large Organizations
Enterprise-Scale Implementation Principles
Senior leaders didn't just sponsor the initiative—they participated actively and visibly throughout the transformation.
HR, Operations, and Business leaders worked as a unified team rather than parallel tracks with competing priorities.
Solutions emerged from manager input rather than consultant recommendations alone, ensuring real-world fit.
Applied entertainment industry standards to internal change management, making participation engaging rather than obligatory.
Want to See How This Foundation Gets Built?
The same systematic approach that scales to 13,000+ managers starts with strong foundation-building. See how these principles create consistent leadership infrastructure at smaller scale.
Ready to Transform Your Management Layer?
The same systematic approach that works for 20 managers scales to 13,000+ because MMOS focuses on infrastructure over individuals, peer networks over hierarchy, and integration over addition.
