Solve X For Engagement

It’s Like Culture Math

When it comes to workplace culture, there’s this elusive “X” factor everyone’s trying to solve for. You know what I mean—that wow factor, the secret sauce, the spark that makes people excited to show up. It’s the kind of engagement that transforms an ordinary job into something people actually love. Solving for X really boils down to one thing: engagement. When engagement is high, everything else just clicks.

Engagement is what gets people out of bed, ready to make an impact. It’s that motivation, that energy. High-performing individuals can create that for themselves, but top-performing organizations know how to spark it in everyone. Enter the LIFT system- Leaders Uplifted’s signature design system. It’s how we help teams and organizations assess workplace climate, build learning and growth channels, and define pathways for top talent to succeed. Think of this as the ultimate formula for building a thriving culture. It goes like this: Language * Influence ^ Fellowship = Traction.

In a bit more detail, it means that the way your team defines themselves and their mission (language) combines with the energy, pace, and intensity within your workplace (influence), becoming amplified by the social connection and norms (fellowship), that ultimately drive performance and outcomes (traction). Whatever size the team whatever scale of the organization and whatever goals are in play the lift system is a way to track and measure collective culture and success.

The Inspiration Behind the LIFT System

So where did this formula come from? Funny enough, the LIFT principles didn’t come from a textbook—they emerged from years of observing how culture plays out in the real world. Like the way mathematics explains patterns in nature, the LIFT equation started to reveal itself as I worked with organizations like NASA, Hilton, Deloitte, and the U.S. House of Representatives. I had always been fascinated by organizational behaviors and how learning could help change the course of a team’s engagement and buy in, so when I started to notice similarities- both similar challenges and similar wins in L&D experiences I was running- I paid close attention to look for the consistent data points.

Working with leaders in the financial, hospitality, sports, education, military and government sectors, I saw that when language, influence, and fellowship were positive, engagement—and, by extension, traction—was high. The formula isn’t just theoretical; it’s grounded in two decades of workplace culture experience. In getting to build so many interactive and ongoing learning and development programs for large groups of leaders- supporting thousands of participants at a time in programs that lasted weeks, months, and in some cases an entire year’s worth of learning- I was thrilled to see that the biggest challenges we were facing in the classroom and the biggest wins we had achieved in retention all fell within the LIFT categories. Each organization had its own unique culture, but the principles remained the same. And that’s what inspired me to put it all together into one clear equation.

The Power of LIFT: Breaking Down the Formula

So how can you try out the LIFT system in your organization? Here’s how it works: start with the right language and influence, add a strong dose of fellowship, and you get better traction—the results everyone’s after. It’s a cultural equation that takes the guesswork out of what makes workplace engagement tick. Just read through these sections and think about where your culture falls on a scale of – we’ve got this to we need this.

Language: Setting the Foundation for Identity and Communication

Language is more than just words; it’s how we communicate our identity, values, and purpose. Language shapes the way people see themselves and each other. It’s the foundation of how we talk about our work, goals, and even our challenges.

Before the team identity, it starts with the individual. When people use empowering language, they’re not just talking—they’re creating a narrative. Imagine a workplace where employees see themselves as “top performers” instead of just “employees.” It sounds subtle, but it’s powerful. That self-view spreads, creating a shared belief that fuels motivation. People start talking about “our goals” and “our success,” which builds a collective momentum you can feel.

Of course, having a clear and relatable mission and vision matters here, but it’s the everyday interactions, the small affirmations, and the way people talk about themselves and their roles that starts it all. Clear Language, both org-wide values and individual identity, becomes the bedrock of culture.

Influence: Shaping the Emotional Climate of the Workplace

Now, let’s talk influence. This is all about the feel of the workplace. Is it competitive or cooperative? Are people here for the “rise and grind” or the “rise and shine”? Influence is the atmosphere that everyone senses but can’t always pinpoint. It’s the energy that can either lift people up or weigh them down.

Think about the impact of a high-influence culture: one where people feel empowered, supported, and encouraged. It’s not just about what they do—it’s about how they feel while doing it. When influence is positive, there’s a sense of trust and connection. People aren’t just colleagues; they’re allies. But when influence is negative? The effects ripple out just as powerfully, creating tension, burnout, and disengagement.

Influence shapes how employees interact and how they respond to challenges. The beauty of it? Influence is something every single person contributes to. Whether you’re a leader, a team member, or just starting, the energy you bring influences others, for better or worse.

Fellowship: The Exponential Force of Shared Vision

Now, here’s where it gets exponential—fellowship. Fellowship is the power of people moving together toward a common goal. It’s that collective alignment where everyone’s on the same page, working toward the same end. Fellowship is what transforms a team from a collection of individuals into a united force. It’s why fellowship is exponential in this formula.

Imagine a workplace where everyone sees themselves as part of something bigger. They’re not just individual contributors; they’re part of a shared mission. Fellowship amplifies everything—language becomes more impactful, influence gets stronger, and traction starts to take hold.

If you’ve ever been part of a team that just “clicks,” you know what I mean. There’s a shared energy that’s contagious. The more people buy into this culture, the more powerful it becomes. Think of it like a ripple effect. When enough people share the same vision and support each other, they don’t just add to the culture—they multiply it.

Traction: Turning Culture into Results

And here’s the payoff: traction. This is the real-world impact of engagement. Traction is the outcome, the measurable success that shows up when people are truly engaged. But here’s the catch—traction doesn’t happen in isolation. It’s the result of getting language, influence, and fellowship working together.

Traction means results. It means productivity, innovation, and yes, even profitability. When people are engaged, they’re not just meeting expectations; they’re exceeding them. They’re bringing new ideas, solving problems faster, and taking ownership of their work. In a well-balanced culture, traction isn’t something you have to force—it’s something that naturally happens when people are connected and engaged.

Okay, Let’s Play

If you’re figuring out engagement for yourself or your team, let’s put this into action. Solving for X to boost engagement isn’t just a lofty goal—it’s something you can start today.

Ready: Take a step back and reflect on the current state of language, influence, and fellowship in your organization. Are you seeing alignment? Or are there gaps?

Set: Set specific goals for strengthening each area. Could the language be more positive? Could influence be more supportive? And could fellowship be more intentional?

Go:

• Listen carefully to how people talk about their work and the organization. Is there room to help shape a more empowering narrative?
• Evaluate the “climate”, intensity, and staffing systems within your workplace and look for ways to contribute to a more uplifting environment.
• Observe fellowship—are people supporting each other’s growth? If not, how can you encourage a stronger sense of community?
• Check your traction. Are you seeing results that match the energy? If not, it’s a sign to revisit the LIFT principles to go from vision to realistic, repeatable outcomes.

Engagement Is the X Factor

The real magic of boosting workplace culture by solving for X? It’s about creating engagement through valuing each person and their contributions. Engagement isn’t just a buzzword; it’s the motivating force that propels your team forward. Whether you’re a leader looking to inspire a whole team or an individual wanting to make a difference in your organization, applying the LIFT System can help you solve for X—creating a culture of engagement, inspiration, and lasting impact.

Imagine yourself as the mathematician here, looking at the data and culture “stats” around you. What does your team value? How do people speak about their work, about each other? As you look at these numbers and observations, start solving the equation. Ask yourself, what can you add, change, or multiply to create the culture you want? Small shifts in language, influence, and fellowship can lead to big wins.

The beauty of solving for engagement is that you’re not just helping people show up; you’re helping them thrive. It’s about empowering each person to bring their best, making your organization’s “traction” stronger with every step. You’ve got the power to add it up in a different way—so go for it and make a culture that truly lifts everyone up.

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Hey there! I’m Blair Bloomston, author of UPLIFTED WEEKLY and your friendly consultant, facilitator, and game-based educator on-call, bringing a passion and penchant for all things play (I’m also alliteratively all-in). As the founder of Leaders Uplifted, I help leaders like you tap into creativity, connection, and confidence to make work feel less like a grind and more like a game. Keep reading with me— I’m here to be your business best friend. Let's go!