Why are lower-level managers largely left to fend for themselves in growing good leadership habits? If managers are not properly trained to deliver the engagement activities, or the feedback loop that builds trust, employee engagement suffers needlessly. Studies find that 98% of managers feel they and their cohorts need more training. How can you deliver this within your group on a tight budget? We have a few thoughts that may help.
Leaders are made, not born, and we believe anyone can lead if given the support and latitude to learn on the job. So when we saw an article on Monster.com that gave advice about what behavioral attributes you might have that would disqualify you from winning a management role, we had to say "not so fast!" The only hurdle to stepping up into management is your own lack of desire to acquire the skills you need. Everything else is learnable.
The arrival of High Summer also means you must take time to set your Mid-Year Resolutions. Revisit your New Year’s Resolutions, see how you have progressed against them, and commit to a revised plan to achieve all that you still need to accomplish against those resolutions. Oh, and take the time to celebrate those achievements already garnered with co-workers (especially the boss!) Find out more in our latest blog post.
Subjectivity in decision-making is sub-optimizing the results from the decision-making process. As a leader, you must challenge your own pre-conceived notions about what is right. You must stress-test the assumptions you make that may be based on your own experience, because your own experience may no longer validly apply to today's workplace or marketplace conditions. The best mindset to cure the malady of subjectivity is to embed the Pursuit of Truth into your day-to-day leadership habits. Read on for a few suggestions for how to do that.
Transformational leadership is a mindset that takes time to embed as habitual. The steps you need to take each day are not hard to describe, you simply must recommit yourself to adopt them consistently, and make them your default behavior. This will naturally raise engagement with other employees (up, down and sideways) and raise your, and their, productivity! Get started right now.
The ROI of employee training and development, especially in the transformation of middle managers into effective leaders, is not hard to explain to the CFO. Simply translate the value of employee engagement into rates of contribution. The benefits of raising contribution rate from 60% to 75% is easy to translate into numbers your financial stewards can understand.
Actively fostering professional and personal growth within your organization is a great talent retention strategy. This has to be a formal initiative, however, not something left to individual managers, because part of the program will be to make it cross-functional and involve senior management. Here are some ways to make that happen.
The last few years has seen a mini-boom in HR training products and services to help them “understand” the Millennial generation that is now entering the workforce. As we begin to experience the reality of their workforce participation, though, we are beginning to see evidence that these young people are not so different from past generations after all, especially Baby Boomers.
Leadership is not an exclusive province of senior managers, or even supervisors. Everyone in an organization can lead from wherever they sit. In fact, to create a highly productive corporate culture, leadership must come from each and every position within the organization.