When I ask this question most leaders and CEOs vehemently agree yes to this question. They are the life force to our customers, essential to producing and delivering our products or services and are the face of the organization to the public. However, my next questions: “What are you doing to develop and retain them?” and “What investment are you making to develop your leaders?” often elicits a deadening sound of silence. Or sometimes I get an answer that mentions half-hearted training efforts with no rhyme or reason as to why they are doing them. It usually is not consistent throughout the organization, which would encourage true behavior change. Nor is it tied to their strategic objectives or what they hope to accomplish as an organization, so it is not valued by top leadership.
According to Gallup’s recent State of the American Workplace report, only 22% of U.S. employees strongly agree that their company’s leaders have a clear direction for their organization. And only 13% strongly agree that their organization’s leadership communicates effectively. This has helped lead to the disheartening metric of only 33% of American workers surveyed being engaged.
Many organizations ascribe to the method of “trial by fire” leadership training or “one and done” single day training events. It’s no wonder that many companies say that turnover is their number one challenge. We know from the research than employees, more often than not, leave their boss before leaving their company.
Stand out from the crowd and become an employer of choice! If you really want to make a difference to your customers, your team and ultimately to the bottom line, then think about doing something more than just talking about how important your employees are. Advance your talent through development opportunities. Prove that you value them! Invest in your leaders (Coaching Skills Development) so that they have the tools they need to inspire, create innovative cultures and coach your employees to greater heights.