In a Brandon Hall Group study, researchers reported the majority of organizations (83%) said targeted development for all leader levels is important or very important. While leadership development and training is on the minds of many organizational chiefs, what are the first steps to reaching this goal? In order to best develop your leaders, the most important skill to address is communication.
Organizations are moving from a hierarchical reporting structure to a flat structure. This evolution on workplace reporting and accountability is having a major impact on how we perceive power and the use of power within this clash between traditional and modern reporting structures. Relative to leadership, power is slowly being distributed to employees as leaders continue to spread leadership culture in their organizations. As this redistribution takes place, leaders who still rely on power to influence their colleagues and teams, may find themselves dismayed or even blind to the impact their traditional mindset is ineffective within the new workplace.
Employee engagement statistics have been at the top of improvement lists at organizations across the country for as long as Gallup has been measuring them. Even as our solutions for getting employees engaged (and keeping them that way) have grown, the number of disengaged people within an organization has remained, stubbornly the same.
Companies thrive when the organization sets goals for its bottom line and aligns those to its employees. While setting organizational goals is crucial for companies, most companies don’t. In fact, in a study conducted for companies, over 80% of the participants stated they have not set organizational goals because they didn't believe it to be an important task. If this sounds like your company, below are four principles to live by, especially if you want lower turnover, a better ROI on your talent and streamlined operations.
You’re already painfully aware that you need amazing leadership in your company. After all, with Baby Boomers heading into retirement in droves (about 10,000 a day), you are keenly attuned to the fact that leadership impacts succession planning, growth, retention and so much more. But with the changing shifts in the workforce and accelerating demands on everyone’s time, how do you develop leaders from employees?
The demand for learning programs is increasing. A study from Bersin by Deloitte & Glassdoor revealed that, “among Millennials, the “ability to learn and progress” is now the principal driver of a company’s employment brand.” That same report found that learning and development are beginning to matter more than salary among Millennials. Additionally, the steady efflux of baby boomers from the workforce to retirement and the influx of millennials creates a shift in the workplace. In case your leadership still doesn’t recognize the value of investing in leadership development -- we’ve created ten fool proof reasons to help obtain leadership buy-in.
A majority of organizations anticipate a deficit in qualified leaders by 2020, and even more upsetting, 71% of companies do not feel their current leaders are able to lead their organization into the future. While the numbers vary across surveys, the overwhelming consensus is that leadership skills are lacking. Meanwhile, US companies spent $160 billion on employee training and education in 2015 alone. Companies are prioritizing skill development and training and employees dream of advancement opportunities, yet there’s still a dissonance. What is holding leadership development back?
Leadership. It’s the skill that finds its way into just about every cover letter, job description and career page. Candidates pursue careers that support leadership development while talent acquisition teams dream of applicants with leadership skills. Unfortunately, this often creates a chicken or the egg situation where organizations aren’t prepared to train for the leadership roles they expect employees to take. Then, employees never make it into higher level roles they could excel at or they end up earning management positions they aren’t qualified to hold.
Do you consider yourself an honest person?
Your employees are the lifeblood of your organization. Unhappy, unmotivated employees will reflect poorly on your company. Employees who don’t want to work or who aren’t satisfied with their jobs, will not do their best to grow your brand. High employee morale, on the other hand, can push your business to the top. Luckily, there are things you can do as a manager to ensure employee satisfaction. It all starts with fostering a workplace environment that focuses on professional growth.