Developing leaders within your current talent pool has become increasingly important in the past few years due to current war for talent and changes in technology. In order to stay on top, building leaders from within has become an important topic for employers and employees. According to Brandon Hall’s State of Leadership Development Survey, 84% of organizations surveyed anticipate a shortfall of leaders in the next five years. With more than over 10,000 baby boomers retiring each day, leadership development is more important than ever to sustain your business.
Ongoing Feedback and Recognition
It’s a new year with new goals for you, your team, and your organization. But that doesn’t mean that you should wait until the end of the year to check back in with those goals. In fact, ongoing feedback and recognition conversations about the progress, challenges, and triumphs of you and your team goals are critical to, not only the achievement of those goals but improving engagement and optimally motivating others toward the common objectives you’re striving for.
Organizations of all sizes and global locations, among diverse workplaces, across a wide variety of industries are wrestling with ways to improve the way they inspire, lead, and analyze performance. While new standards for Continuous Performance Management (CPM) are becoming more widely embraced and used in organizations today, some of the core practices of how to effectively lead and influence others toward performance excellence remain steady and true.
When preparing for leadership, it is important to consider and distinguish the components of your unique personality. In Drea Zigarmi’s Achieve Leadership Genius, these elements include your subconscious self, disposition, values and persona.
Leadership seems intuitive. But leadership can be tricky the more you expand the number of people you’re attempting to influence. Continuing the skills you need to be an effective Self Leader is just the start of the Leadership Journey.
Your role as a leader has a major impact on the lives of the people you are attempting to lead. In his book Achieve Leadership Genius, Dr. Drea Zigarmi describes leadership in a variety of contexts. One of the most critical contexts of leadership is practiced in the One-to-One relationship between a leader and the people that report directly to them. The One-to-One context of leadership is the most written about and discussed topics in the world of of leadership. Generations of research have been poured over in trying to understand the nature and best practices of leading individuals toward common objectives.
Traditional leadership models typically refer to the top-down leadership approach. Most traditional programs focus leadership development opportunities on improving the skills of executives and managers. The key message they miss is that their entire organization also needs these skills to succeed. This explains why 77% of organizations say they are experiencing a leadership gap.
Implementing learning and development software is a step towards improving your organization’s overall talent. Why? Because it’s an investment in the individual skills and leadership abilities of your employees. Some of the benefits new learning and development software include:
Performance Management strategies are essential for any company. However, the traditional routes taken by business and organizations are dated and ineffective. These aged methods usually include an annual performance review which offers no constructive feedback or opportunities to improve until those are addressed.
One of the most common factors for young talent leaving their company is the lack of development in their professional skills. These skills are often neglected, leaving your employees frustrated and searching for their next opportunity. In fact, 22% of those who left their jobs attributed their resignation to a lack of development. Creating a leadership development plan is essential for the future of your company.