Motivation and Engagement
We support organizations in building engagement and motivation.
We deliver workshops, coaching sessions, and diagnostics for managers and teams at every stage of their development. We implement modern motivation models, reliable psychometric tools, and a culture of management through individualization.
Would you like to explore our solutions in the area of motivation and engagement?
What we offer
In-person training at your company’s location anywhere in Europe, webinars, and online workshop
Mentoring and coaching sessions in Polish and English
Comprehensive development programs for managers and workshops for teams
How we work
We work in Polish and English. We diagnose employees’ motivators and translate them into concrete actions that strengthen motivation and engagement. We work with intrinsic motivation within the team and develop managerial competencies needed to cultivate it. Our approach is grounded in reliable psychometric tools, modern motivation frameworks, and practical leadership skills.
Topics, areas, and tools include:
RMP® Reiss Motivation Profiles
Managing through individualization
Intrinsic motivation in teams
SCARF, SDT, Motivation 3.0
Diagnosing team and employee needs
Psychological safety
Engagement according to Gallup
Our program in practice
How does employee engagement change when managers stop using one-size-fits-all methods — and begin managing through individual needs?
What happens to the team’s energy when each person understands their motivators and knows how to use them in daily work?
How do retention and team stability improve when individual motivation profiles are integrated into the culture of collaboration?
We work with our own original programs and tailor them to each client’s context. Below, you can see an example of how we delivered one of our programs focused on motivation and engagement.
Want to see how to discover how to increase engagement in your team?
Meet our expert in motivation and engagement
Iwona Piwowarczyk – an expert in motivation and management through individualization. She supports managers in developing their competencies and building sustainable team engagement.
For over a dozen years she has worked with business clients, leading development programs, team workshops, and 1:1 leadership sessions. Co-founder of Blackbird and mentor for women entrepreneurs in the “Biznes w Kobiecych Rękach” program.
Certified RMP® Master, certified FRIS® trainer, Gallup Strengths Coach, and ICF-accredited coach. She has completed numerous schools and specialist programs — including Novo Trainer School and the Group & Team Coaching School. She continues to grow professionally and is currently pursuing a degree in psychology.
Want to learn more about our solutions in the area of motivation and engagement?
Book a 30-minute online meeting:
How we rebuilt team engagement in the logistics industry
Program: “From Motivation to Engagement”
An operational team in a logistics company worked in conditions of constant change: fluctuating order volumes, time pressure, and increasing expectations regarding service quality. Both the manager and HR began noticing clear differences in energy levels and early signs of overload — despite stable competencies within the team. Questions started emerging about why some people coped better with volatility while others lost engagement more quickly. It became clear that reacting to symptoms was not enough; what was needed was an understanding of what truly drives each person and how these differences influence daily work.
This is why the “From Motivation to Engagement” program was created — a process that helped the team structure its energy, collaborate more effectively, and maintain engagement despite operational volatility. From the design stage, we incorporated modern motivation models such as SCARF, Self-Determination Theory (SDT), and Motivation 3.0 to translate individual needs into actionable team and managerial solutions.
01
Diagnostics and preparation
Before any group work began, each participant completed the RMP® assessment to see their individual set of motivators and core needs that influence the way they operate. We added a short video and reflection cards encouraging participants to observe situations in which their energy rises or drops — helping them identify elements affecting autonomy, competence, and relationships (SDT), as well as potential triggers described in the SCARF model (status, certainty, autonomy, relatedness, fairness). This stage gave participants a strong foundation of self-awareness.
02
Individual work — discovering the personal drive to act
We then met with each participant for an individual RMP® session. We discussed how their motivators influence decisions, work pace, and responses under pressure. We analyzed moments of overload they had previously struggled to name, as well as situations where their energy naturally increased — which had not always been recognized by leaders.
We applied SDT concepts to identify whether energy was dropping due to a lack of autonomy, compromised sense of competence, or relational tensions, and we used SCARF to explain defensive reactions and moments of friction in the operational environment. Together we built strategies that enhanced autonomy, mastery, and sense of purpose — aligned with Motivation 3.0.
This step was crucial: thanks to increased self-awareness, participants entered the team workshop with a clearer understanding of their own needs and how to meet them.
03
04
Team workshop — understanding where the team’s energy flows
By the time the team workshop began, participants were ready to look at differences not as obstacles but as operational data. During the workshop, we analyzed how each person’s motivators affected communication, collaboration, and task execution under high pressure.
The team discovered that tensions often emerged not because “someone wasn’t willing,” but because their internal needs were being ignored or unintentionally violated — in line with SCARF (e.g., lack of clarity, reduced autonomy, sense of unfairness) and SDT (lack of influence, compromised competence).
While designing collaboration principles, we used Motivation 3.0 to focus on daily practices that strengthen autonomy, mastery, and purpose. Together, the team created principles that tangibly improved daily operations — including during peak logistics load.
Strategic session with the leader — insights and managerial translation
We concluded the process with a session for the manager, looking at the team as a whole. We reviewed the distribution of motivators, identified natural strengths, and highlighted areas at risk of overload. The manager translated these insights into decisions around delegation, task prioritization, and communication under pressure.
He walked away with a clear action compass and a set of recommendations to stabilize engagement and better manage the team’s energy in a fast-changing environment.
Program outcomes
Overload decreased in key roles because task allocation became better aligned with individual motivators.
Under pressure, tensions appeared less frequently, and communication became more precise — reducing errors and improving reaction time during workload spikes.
The manager gained greater predictability in team performance, which translated into more stable SLA delivery and fewer escalations.
Most importantly, the team established the foundations of a work culture in which strengthening motivation and engagement is not an HR initiative but an everyday leadership practice — supporting both people and the business.
Read the opinion of one of the participants of our program:
It was an excellently led process. Blackbird clearly knows what they’re doing — the team’s expertise and passion were evident every step of the way. Thank you for the fantastic collaboration.
- Paweł
Have questions? Contact Iwona Piwowarczyk: