CoachStation: Building Leadership

The Current Challenge Of Leadership

People-oriented issues are the biggest factors impacting business success in 2012. A recent report by the business group, SixSeconds, titled The 2012 Workplace Issues Report: Insights On The People Side of Performance seeks to identify the key challenges in the workplace today. The report details the results of a global survey which explores top issues as well as employee attitudes and the role of emotional intelligence in solving those key issues. The findings collate 775 responses from leaders and employees worldwide, representing various levels of employment, industries and sectors. There are many interesting results and data-sets stemming from the survey, all providing depth to the importance of people-related leadership activities. 58% of survey respondents list ‘Leadership’ as the biggest ‘people-side’ issue in their organisation. Additionally, the survey highlights key words that identify fundamental areas of concern for business. The views of the respondents were summarised in the most frequently used words collated from the verbatim comments. In order, they were: Retention Talent Leadership Communication Fascinating results, with these trends and themes entrenched even more soundly in a few of my Read more about The Current Challenge Of Leadership[…]

At Last We’re Engaged – Leading Your Team (Part 2)

Is employee engagement relevant in today‘s workforce? Earlier this week I wrote the first part of this blog relating to Employee Engagement. In part two I examine some of the leadership themes, highlights and a few statistics supporting the relevance and importance of engaging employees. A leader‘s ability to consistently demonstrate and apply relational skills has a direct correlation to the level of engagement an individual may feel. Providing genuine leadership is key. There appears to be a gap between what employees state is occurring and what leaders feel they are applying in reality. Data and surveys continually reflect the discrepancy between what leaders believe is occurring and what their team members state. This is often reflected in frequency and quality of the levels of engagement through formal and informal communication, coaching and development opportunities. There are many leadership traits and skills identified in various books and literature. However, a handful of values-based attributes are identified consistently towards the top of the ‘criticality-list‘ i.e. they are identified as a deal-breaker for many employees. Over the past 5 years I have Read more about At Last We’re Engaged – Leading Your Team (Part 2)[…]

CoachStation: Employee Engagement

At Last We're Engaged – Leading Your Team (Part 1)

Is employee engagement relevant in today‘s workforce? I would suggest more significant than ever with the ‘war for talent‘ escalating, technology providing a seemingly endless stream of information and contact with new job opportunities being more accessible than ever. What is employee engagement? Simply, it is how well an employee is fully involved in his or her role and the desire in meeting business interests, outcomes and goals. Employee Engagement is the extent to which employee commitment, both emotional and intellectual, exists relative to accomplishing the work, mission, and vision of the organisation. Engagement can be seen as a heightened level of ownership where each employee wants to do whatever they can for the benefit of their internal and external customers, and for the success of the organization as a whole…Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture. (1) Although employee engagement has strong alignment to emotional connection and the level of commitment an employee applies to their work setting, clearly there are other variables and contributors. Whilst acknowledging the myriad influences, the key focus of Read more about At Last We're Engaged – Leading Your Team (Part 1)[…]

CoachStation: Learn To Lead

Development and Training – Same, Same: Maybe Not?

Are learning, training and development the same thing? The short answer is no, however training is one avenue to learning and development. Why does defining the difference matter – aren’t I really just splitting hairs? Now, that is the interesting question!! Having worked with many varied people and business cultures and recognising the similarities and differences, it is clear to me that many managers think training and development are the same thing. I have seen examples where a manager has sent one of their team to training to ‘rectify’ a skill gap and behaviour. Attending the training did not make the difference expected by the manager, so he sent the employee back on the 2-day training course at the next available opportunity. Of course, there was no change as a result. When this manager attempted to send the same employee a third time, I felt it necessary to intervene and ask the pertinent questions to broaden the manager’s thinking and related actions. I have written about this before, however it continues to surprise me that people in leadership roles too Read more about Development and Training – Same, Same: Maybe Not?[…]

Leadership @Customer Experience Management Conference

This week I attended the IQPC Customer Experience Management Conference in Sydney. I was fortunate enough to be invited to be a guest speaker during the Focus Day on Monday and many other speakers have shared their thoughts and presentations over the three days. Although the conference theme was based around Customer Experience, there have been many great quotes and comments regarding leadership, business and culture that are worth sharing. This blog highlights a few of the key points that I felt were most relevant and resonated with my own values and passions. Thank you to all the speakers for sharing! How are you choosing to challenge what has been done previously? Don’t accept the reasonable reasons from the past. Our employees want to know their leaders and what they care about. Gordon Ballantyne, Telstra ============= Leadership cannot be outsourced to HR. Be disciplined: celebrate short-term but don’t forget your ultimate goal. Dirk Hofman, Nokia ============= The empowered customer is now in control of the business relationship. 90% of effort is used collecting and collating data and 10% actually using it – it should Read more about Leadership @Customer Experience Management Conference[…]

Expectation Setting – Who Cares?

Does an employee have the right to clear expectations? Or, is it the employee’s responsibility to ask if they are unclear about any aspect of their role. As leader’s should we just expect that the clarity and details will come in time – it’s not like there is an expectation of high performance on day 1..or day 10..or day…? Or, is there never an expectation of high performance? There should be! Earlier this week I read a blog on the Leaders Beacon website (thanks Colleen Sharen) providing insight into expectation setting. It got me thinking. How well do we as leaders really set clear expectations? Do we induct our new employees effectively? Is this even on the radar of leaders or central to business planning and strategy? Do we consider business requirements, measurement and regularly review these aspects for our longer-tenured team member’s? Fair questions for leaders…not so great a reality. Expectation setting is more than providing a broad brush-stroke of requirements as highlighted in a position description document. It is also not simply a high-level group of role requirements that Read more about Expectation Setting – Who Cares?[…]

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