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A significant number of employees cite bad leadership as a primary reason for leaving their jobs. Gallup's State of the American Workplace report consistently highlights the critical role of managers in employee engagement and turnover. While market forces and compensation play a role, the most significant determinant of employee loyalty often resides within your leadership team.
In my last article, People Don't Quit Jobs, They Quit Bosses, I offered leaders the opportunity to do a deep dive look within (e.g., self-assessment) and determine whether they were, in fact, bad leaders and the cause of any regrettable losses. In this article, I'd like to look at this issue from a organizational perspective. To do this, we must first consider a few key things:
The Human Equation: Leadership’s Impact on Retention - your employees are not just cogs in a machine; they are the heart and soul of your organization. Their commitment, passion, and expertise are invaluable assets. A toxic leadership environment can erode even the most talented workforce. Conversely, exceptional leadership can foster a culture where employees thrive, innovate, and stay.
The Self-Aware Leader: A Foundation for Success Self-awareness is the bedrock upon which great leadership is built. It's about understanding strengths, weaknesses, values, and impact on others. This introspection is not a luxury; it's a necessity for navigating the complexities of today's business landscape. As leaders of entire organizations, we must create a culture driving for self-awareness and a culture of feedback where self-awareness is lacking. All leaders must deeply understand their leadership style, areas for growth, and the impact of their influence to ensure that there is no toxic culture and that leaders, teams, and individuals thrive. Leaders must regularly be encouraged to look deep within to make sure that they are showing up as effectively and authentically as possible.
Encourage Leadership reDEFYned: Authenticity and The Three Pillars of Effective Leadership Effective leadership is a blend of art and science. It requires a delicate balance of leaning into who you are - and three core pillars that include effectiveness, influence, and inspiration. By mastering these core competencies, leaders can create a work environment where employees feel challenged, supported, and inspired to continue on their journey with you. Leaders must be:
Authentic: Tapping into gifts, strengths, values all while recognizing opportunities for growth and development.
Effective: Delivering on commitments, managing time efficiently, and prioritizing tasks that are most critical to the success of the organization.
Influencial: The ability to inspire action and drive results without relying solely on authority.
Inspirational: Creating a compelling vision and motivating your team not just to action, but to achieve extraordinary results.
As the head of your organization or someone who cares deeply in the success of your organization, you must invest in leadership development as a strategic imperative. To cultivate a high-performance culture, you must actively work to create and build this culture. This involves:
Prioritizing Self-Reflection: Encourage your leadership team to engage in regular self-assessment and seek feedback.
Action steps: Implement 360-degree feedback processes, encourage journaling or reflection practices, and provide access to leadership assessment tools.
Targeted Development: Provide opportunities for leaders to enhance their skills through coaching, mentoring, and training programs.
Action steps: Offer executive coaching, establish mentorship programs, and provide access to leadership development workshops or conferences.
Creating a Culture of Learning: Foster a workplace where continuous learning and development are valued.
Action steps: Allocate dedicated time for learning and development, create book clubs or knowledge-sharing forums, and encourage experimentation and innovation.
Here is the evidence to support why this investment matters:
According to Gallup's State of the American Workplace report, organizations with engaged employees outperform those with low engagement by up to 202%. Effective leadership is a key driver of employee engagement.
Additionally, Gallup found that managers account for at least 70% of the variance in employee engagement scores.
A study by the Corporate Leadership Council found that companies with high-quality leadership development programs experience a 21% higher profitability.
By empowering your leaders to grow and evolve, you're not just investing in individuals; you're investing in the future of your organization. The Bottom Line: your leadership sets the tone for your organization. By prioritizing self-awareness, mastering core leadership competencies, and investing in leadership development, you can create a culture where top talent thrives. Remember, your employees are your most valuable asset. Treat them as such.
Tami Chapek is the CEO, Founder and Head Coach at WeInspireWe. Tami believes that employees deserve better than they're getting today - and by supporting leadership development for all, individuals can tap into their true potential, unleash their leadership strength, and ultimately reach their greatest potential. She has dedicated her life to supporting her clients in finding true transformation for themselves, their teams, and their organizations, one authentic voice at a time.
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