Manage Work, Develop People的动态

There's nothing better than helping a manager learn the tools and techniques to engage their team, knowing how many people will benefit #managertraining, #personalizedlearning

Managers are important! An effective manager can create strong teams, but a burnt-out manager is probably looking elsewhere. Read about the importance of supporting and retaining your managers here: https://lnkd.in/e7-_7T2A

I was recently interviewed about the role #psychologicalsafety plays in retaining top talent. One of the areas we touched on was that great employees leave good companies because of ineffective managers. If you are a CEO or Senior leader, I urge you to strengthen leadership and coaching support for your Managers and people leaders. They need you to raise the leadership bar now, more than ever. "The hard job of managing people has gotten even harder in recent years. New demands for worker flexibility in the remote and hybrid workplace and increased risk of employee mental health problems add to the already difficult job of managing. In 2023,?Gallup found one in five employees reported?feeling loneliness, anger, or sadness during a lot of the previous day, and four in 10 felt a lot of stress. Managers already have many responsibilities such as carrying out leadership initiatives, keeping up to date with customer and product needs, monitoring time and expenses, performance management, and training. But their role of inspiring people has never been more urgent. They are uniquely positioned to know each employee’s specific needs, career goals and work-life situation. Here's the problem: Many managers are not highly engaged in their jobs. So, their chances of engaging and improving the well-being of those they lead are low." #HumanEquity #workplaceculture #psychologicalsafety #RacialEquity #leadershipdevelopment #workplacewellness #purposeleadership #purpose #inspiration #employeeengagement

To boost workforce engagement, companies should focus on making managers' roles more streamlined, engaging, and fulfilling. According to Gallup, this can be achieved by identifying and promoting effective methods for selecting and developing managers who have the talents and skills necessary for coaching in a dynamic workplace. Additionally, the core responsibilities of managers should be redefined—shifting the focus from administrative tasks to coaching employees through continuous conversations and feedback. Traliant’s Inclusive Management: Managing Diverse Teams training is a 25-minute course that equips managers with the skills and tools they need to engage in inclusive management practices that help create a culture of belonging where all employees can thrive. Learn more here: https://bit.ly/3KNtIVK #DEI #InclusiveManagement #Leadership #Training #DiverseTeams #Gallup #Belonging

Perhaps I have been living under a rock .... Recently I have seen a lot of posts, articles, and media hype around "High Performance Cultures" in business and organizations in general. Interestingly the Office of Personnel Management with the federal government has a definition on their website. "Performance Culture Definition A system that engages, develops, and inspires a diverse, high-performing workforce by creating, implementing, and maintaining effective performance management strategies, practices, and activities that support mission objectives." This is especially humorous to me, as this office is responsible in part for completing security clearance packages; which have a tendency to take a very long time from my experience. However, according to the article with link attached, the 4 key characteristics of high performance cultures are as follows: 1. Leaders inspire and motivate their workforce. 2. Employees feel empowered and engaged to work at their full potential. 3. Teams are built on a strong growth mindset. 4. Trust and psychological safety are central to organizational culture. If you serve in a leadership role in an organization, with or without direct reports. Are you inspiring those around you? What have you done to encourage or allow coworkers, direct reports, or team members to work at their full potential? Are mistakes treated as a growth opportunity or a punishment opportunity? Does your team get rewarded in kind with it's performance? IF they crush it will they be rewarded and if they slack off will they be held accountable? Are you empowering your direct reports and team members to make decisions and think on their own? Micromanaging stagnates innovation and problem resolution .... Personally, as leader in multiple organizations those 4 characteristics are a heck of a mirror for any leadership members that truly want to self evaluate. I know I have been guilty of not adhering to portions, the maintenance of which takes intentionality. In many cases, requires difficult conversations and a active avoidance of complacency. #personaldevelopment #leadership #management source:

?? New Gallup Study Reveals: It's Still About the Manager If you read my content or have spoken with me in 2024, you know I'm laser focused on mid-level managers. And I love when a company like Gallup comes along and provides a nice long study to demonstrate why. Gallup's latest meta-analysis of 183,806 business units worldwide confirms what great leaders have always known - ?????? ?????????????? ???? ???????????????????? ???????????????? 70% ???? ?????? ???????????????? ???? ???????? ????????????????????. Key findings: ?? Top-quartile business units achieved 23% higher profit than bottom-quartile units ??Highly engaged units had higher employee wellbeing and greater involvement in organizational initiatives ??The relationship between team engagement and performance is even stronger during challenging times Are your mid-level managers prepared to drive these results? Many technical experts find themselves promoted into management roles without the necessary people skills. This leads to: ?? Increased stress and burnout ?? Organizational bottlenecks ?? Negative impacts across the entire company As a leadership development specialist with 32 years of cross sector experience, including 18 years in education, I offer data-driven, customizable solutions to bridge this gap. My approach includes: ?? Tailored training and workshops ??Integration with existing HR and organizational processes ??In-depth 360° feedback 1:1 interviews for richer insights than traditional surveys Don't let underdeveloped management skills hold your organization back. Invest in your mid-level leaders and unlock their full potential. Ready to boost engagement, productivity, and profitability? ??????'?? ?????????????? ?????? ?????????????? ?????? ?? ?????? ???????? ???????? ???????????????? ???????????? ?????? ?????????????? ???????? ???????????????????????? ??????????. https://lnkd.in/gvw3g34u #LeadershipDevelopment #EmployeeEngagement #ManagementTraining #OrganizationalSuccess #CollectiveEnergy

Leaders spending time with their people one on one is critical for a multitude of reasons .. but I am going to talk about two here today. Regular one-on-one sessions give 1?? Your people the opportunity to talk to you. They can escalate any issues they are having.?This is highly critical from a safety perspective.?It gives you an opportunity to get the lay of the land on how an employee is tracking and if they need any help or adjustments to be made.? 2?? You the opportunity to provide considered value add feedback.? This is critical for maintaining employee engagement! Gallup found that individuals who received valuable feedback from their managers were ?? 5x more likely to be engaged ?? 57% less likely to be burnt out ?? 48% less likely to be looking for another job ? Yep, those pesky meetings that are the easiest to move or cancel in your busy leadership schedule give the opportunity for a lot of value add. It may seem easy for you to cancel or move these catch ups, but you have no idea what the staff member may have been waiting to tell you in private! I regularly hear from leaders that they had no idea that someone was suffering, that it came out of the blue, and if I had known I would have supported them - this is your opportunity to find out. But you need to be consistent and available for someone to talk to you. Regular one-on-one catch ups with your team should be a KPI for any organisational leader! #mentalhealth #mentalhealthawareness #mentalhealthatwork #workplacementalhealth #psychosocialrisk #psychosocialsafety #psychosocialhazard #psychologicalsafety Anna Feringa Consulting Pty Ltd

Recent data from the 2024 Gallup Global Workplace Report showed that when managers are engaged, so too, are non-managers. In my latest Forbes article, I outline three tips designed to target managers, to help them feel more engaged, so that they can inspire engagement in their teams. https://lnkd.in/gRQnUmeg RMIT College of Business and Law #engagament #Gallup #managers

Most people agree leadership development is important. And then, sadly, struggle to find budgets and buy-in to bring the solutions needed. I've talked to quite a few HR leaders who have a similar question lately: If they have to choose, where is the best place to spend budget when you can't do it all? First, I'd highly recommend starting with a needs analysis. Look at existing people data like engagement surveys, turnover data, performance metrics, employee relations challenges, and/or growth indicators. Here are two common situations I see in the data and what to do about them: 1. You're growing really quickly and you have a lot of new managers. As a result, employee engagement is decreasing and turnover is increasing. Why does this happen? When we promote technical high-achievers to managers without support, they don't have the leadership skills required to be great managers. What got them here won't get them there. Where do you invest? In this situation, invest in new people manager program. Consider self-awareness focused leadership experiences that help people understand who they are and how they interact with others. 2. You've gone through large changes. The company culture feels fractured and siloed as a result. Engagement scores are highly varied on individual manager or division. Why does this happen? When a company goes through changes (think high-paced growth, divestitures or lay-offs, an M&A or a restructure), the changes out-pace the culture. Where do you invest? When an org is going through big changes, the best place to start is at the top. Is the executive team aligned on vision and cultural norms inside their team? If they aren't the fracture will accidentally cascade throughout the rest of the organization. When the executive team is aligned, you can begin to cascade that alignment throughout the rest of the company through intentional communication, culture operational norms, and transparency. If you got $2,000 to spend on your own development this year, what would you choose to spend it on?

High-EQ leaders create inclusive cultures, boost employee engagement, and maintain high retention rates. They balance emotional and rational inputs for better decision-making and anticipate and address team conflicts effectively. To develop our EQ, we should regularly reflect on our emotional responses through journaling or mindfulness. It’s also important to practice active listening, seeking out team members’ feedback to better understand their experiences and expectations. EQ is a cornerstone of modern leadership, helping executives foster innovation, create strong teams, and build positive organizational cultures. Hiring managers must prioritize EQ in recruitment to enable more empathy, collaboration, and inclusion in their work environment. In our EQ practice, we always begin with self-awareness as the starting point of Emotional Intelligence. How well do you know yourself, and how well do you know how others see you? #leadership #EQ #empathy #selfawareness