Engagement is a common metric with its corresponding process in the human resources portfolio, used to designate the status of organizational climate within a range from good to bad. It is possible however, make a distinction between two types of engagement. First is Employee Engagement, in the more customary definition, is a metric to determine the degree of positive dispositions and motivations of employees toward the company and their teams. Employee Engagement is an outcome of the employee experience, and a critical metric to assess capacity of Expression. A related but different concept is Transformational Engagement, focused on making employees owners of the change. A necessary condition to scale commitment and superior performance. Transformational Engagement is an input to employee experience in the expression mindset. This chapter refers to Transformational Engagement. The solution to build engagement for larger teams is to design a powerful conversation where the ‘why’, the data, and the rationale are visible, get discussed, and difficult questions get asked and answered. When this happens, we can also use the opportunity to set expectations for managers on how the good and the bad news are best delivered. Scaling a transformation requires progressive alignment and consistency on the story.