All too often, new leaders are put in a “sink or swim” situation, thrown into the deep end of leading a team, and left to figure out for themselves how to stay afloat.
While this approach can test and build resilience, it is generally not considered an effective or responsible method for leadership development.
The “sink or swim” approach can
It’s easy to become complacent at the top. When you have been with a company for years and have become a pro at your job, you may tell yourself, “I already know it all.”
Here’s a reality check. There’s always more to learn.
Stanford University Psychology Professor Carol Dweck has done extensive research on achievement and success. In this work,
Most workplaces today are a mix of five distinct generations – The Silent Generation, Baby Boomers, Generation X, Generation Y (Millennials), and lastly, Generation Z.
Each generation brings its own particular strengths and “peculiarities” to the team. Stereotypes abound in today’s workplaces, and leaders struggle to determine how best to engage and retain team members from these five age groups.
Employee development is a strategic process of helping people to enhance their skills, knowledge, abilities, and performance in places that they value the most.
Many researchers have identified a correlation between an employee’s personal and professional development, and an organization’s growth as a whole.
Increased job satisfaction, higher employee engagement, improved retention, enhanced productivity, and a more skilled and adaptable
Psychologist Carol Dweck has spent her entire career studying attitude and performance, and her study shows that an employee’s attitude is a better predictor of their success than their skill level.
The goal is to find individuals with the right mindset, work ethic, and potential to learn and grow within the organization. So, when hiring, look for the right attitude
Have you experienced seeing a really smart colleague promoted to a leader only to fail because of an inability to connect with people, lack of empathy and struggles with listening skills?
Compare this to an individual with good (not excellent) technical skills and exceptional Emotional Intelligence to soar in their new role.
People with emotional intelligence are able to quickly
Company culture plays a key role in retaining employees. A great culture, one that provides challenging work, opportunities for growth, connections, respect, and recognition is more likely to retain employees than the one that takes it for granted.
Nowadays with hybrid and fully-remote workspaces, establishing a strong culture can be a little challenging. Many employees who have been hired in
There has been an uptick in stress in the workplace that is causing a drain on productivity and increasing employee disengagement. Organizations need strong leaders who willtake steps to build trust and provide tools to help their employees’ well-being.
In recent years, long working hours and isolation have led to burnout and as a result, an increase in depression and
Why is it becoming harder to retain employees?
The truth is that Organizations and leaders have been forced to pivot on many fronts over the past 2.5 years. As a result, new business models like hybrid workplaces and creative delivery platforms have sprung up. What hasn’t kept pace is our thinking around employee engagement and retention.
Working with companies of
Stephanie doesn’t like receiving praises too often. But as a Director of Operations for a hi-tech Start-up she has understood the importance of praising others at the job.
It doesn’t come naturally to her! She has to be intentional about it. She writes 20 appreciation cards per week and gives them to her team to show her love and appreciation.