Stop the Bleed: How to Overcome the Three Leadership Dilemmas

Every team member wants a great leader. And, every leader wants great team members. High Impact leaders understand the culture of an organization affects everything else – and culture starts with them.

Many leaders are frustrated because they have disengaged team members. Employee engagement is not only the key to increasing retention, productivity, profitability, and teamwork, but it’s also the key to reducing turnover, costs, and frustrations for organizational leaders. According to Gallup, only 34% of U.S. workers are engaged.

The Engagement Dilemma: Employee Engagement Starts with Engaged Leadership?

Many leaders don’t realize that disengaged employees are a symptom of disengaged leaders at one or more levels in the organization. In fact, research shows?79% of employees are, on average, 40% more productive and engaged when working for a better leader.

The level of engagement below is determined by the level of engagement above.

?Leadership development, or the lack of it, at every level determines morale, engagement, turnover, productivity, communication, teamwork, and how customers are served.

However, many people are over-managed and under-led. People who are managed become disengaged. People who are led become highly engaged.

?Leadership development is the key to transforming the culture of an organization and improving the team’s results.

The Retention Dilemma: The Competition Wants More than Your Customers?

Many leaders don’t realize the competition for customers is only one of two types of competition. Disengaged leaders lose more than customers to competitors. They also lose their team members to competitors.

?A leader’s ability to attract and retain high performance employees is a crucial factor for organizational success. Employees who are disengaged are far more likely to change jobs and even change industries because disengagement leads to dissatisfaction.

?Minimizing employee turnover by increasing engagement is critical to improving the bottom line for organizations.

87% of Managers wish they had more training BEFORE becoming a manager

High performance team members and managers are looking for more than a good salary. They are seeking growth and development opportunities that will help them become more successful personally and professionally.

?High impact leaders understand they must offer more development opportunities in order to become the employer of choice in their area and in their industry.

The Turnover Dilemma: Tired of Hiring, then Firing?

We primarily interview, select, and hire employees based on the competency of the candidate. Competency is the skill set, technical knowledge, and ability to perform a task or job. Competency is what we do at work.

?However, we are usually terminating employees based on character. Character is who we are and how we do what we do. It’s the “soft” skills, such as attitude, work ethic, integrity, leadership, and ability to work with others. 90% of our results as individuals and organizations is determined by character.4

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In other words, employees are hired for what they know, but fired for who they are. Performance problems are almost exclusively a character issue. However, most training and development is focused on improving competency.?

?If you are tired of hiring and firing employees, it’s time to look at several factors: 1) Selection process (Are you hiring based on competency and character?); 2) Culture in the organization; 3) Engagement of formal authority leaders; and 4) Leadership development of both leaders and team members.

Leadership Development is the Key to Transformation

Leadership isn’t just about the position or title leaders hold. It’s about the leader’s ability to influence others – specifically team members.

High Impact Leadership is highly effective leadership that delivers results. It’s more than improving culture, initiating change, managing an organization, or leading a team. Far beyond short-term initiatives, high impact leadership is about lasting, long-term, positive impact and transformation in the organization and in the lives of others.

Leadership Development is personal and professional development geared toward helping someone develop their character and increase their influence first with self and then with others.

Character development helps us make better choices as individuals, which helps us be more effective at work and in life.? Leadership development is the key to transforming culture and continuous improvement.

?Leadership development, at every level in the organization, helps engage employees because they feel recognized, valued, empowered, and respected.

?Leadership development helps engage leaders at a high level as they become equipped with the tools and knowledge to lead with 360° of influence, which will improve organizational effectiveness and communication while also increasing their team’s performance. It’s the key to transforming an organization.

Leadership Development/Training Strategies

Onsite Leadership Development Sessions

Kickstart and sustain your organizational growth initiative with live, engaging sessions to motivate and inspire leaders and team members.

Provide Resources for Leadership Development

Create a company library with leadership development books. Invest in team members by giving them books. Subscribe to Online Video Courses. Encourage team members to listen to leadership podcasts or audio books. Finally, set the example. Leadership is more caught than taught.

Book Studies/Roundtable Sessions

Select a facilitator(s) to regularly lead a group of 4-10 in the break room, work area, or on the job site. Simply read and review one chapter together from leadership books every session. This takes approximately 15-20 minutes. Watch our video on how to facilitate a High Impact book study here. ?

Identify Top Performers as Champions

Engage top performers by giving them opportunities to champion leadership development and organizational growth. Allow them to post motivational quotes or lead book studies to incentivize them.?

Event versus Process:

Transformation takes time. It’s never a quick task to improve culture in an organization, but well worth the effort. As David Katz, President of Coca-Cola Consolidated said, “Culture doesn’t just eat strategy for breakfast, it eats everything.”

Leaders often overestimate the impact of a single event, and many leaders also underestimate the impact of consistent growth over time, the process.

Going to the dentist twice a year isn’t very effective without daily brushing and flossing. Leadership development also shouldn’t only be a once or twice a year event.

Ready to get started developing the team you want to lead and become the leader they want to follow? Call me today for leadership development speaking/training: 334-332-3526 or email: [email protected]