As we near the mid-way point for the year, many organizations are conducting employee engagement surveys to address satisfaction, productivity, and retention issues. Ironically, the employee engagement survey experience is typically less than engaging. Employees receive an email from Human Resources asking them to answer 10-15 minutes worth of questions that inquire about everything from workload to leadership’s vision. And in the end, most employees feel like the survey was a waste of time. It’s not that the employees lack opinions, they just lack trust that their responses will drive change.
Frontline leaders are crucial to an organization’s success. Frontline leaders are the closest leadership level to the customers and are responsible for day-to-day operations. In addition, they must ensure their team is engaged and exhibit positive, impactful workplace behaviors that realize the organization’s vision. They are vitally important to successfully meeting business objectives. Yet, this is also one of the most undertrained positions on the leadership team. Approximately 60% of frontline leaders say they’ve never received training for their role. This is staggering given the weight of responsibility being placed on them.
“Can I pick your brain for a second? What would stop me from using the Myers-Briggs assessment to choose my leaders?” The question sent chills down my spine. I’ve been asked that same question hundreds of times in my career, and it always has the same effect on me. As I talked through the differences between personality type and personality traits, I thought of all the introverted leaders in the workplace today. I thought of Bill Gates, Mark Zuckerberg, Larry Page, and Elon Musk. And then I thought of introverted leaders outside the tech industry. Stephen Spielberg, JK Rowling, and … Read More
If you watched the NFL Draft last week, you may have noticed an interesting statistic. Of the 32 players selected in the first round, 29 of them were multi-sport athletes. In fact, eight of the top 10 selections played more than 1 sport. The statistic alone is attention-grabbing. But what does it mean and can we find any talent management lessons from this phenomenon? Certainly it’s possible these individuals are so athletic and internally driven by competition that they would be elite whether they were handed a football, golf club or curling stone. Much like High Potentials in the workplace, … Read More
In spite of all the technological advances in the world, many people long for a simpler time. A time when people answered the phone readily without knowing who would be on the other end. A time when, if you needed something, you walked to the other person’s desk and looked them in the eye when making the request (and thanking them for their work). A time when the decision to move forward with a partner or vendor was largely based on the trust and relationship built between individuals. Today’s consumers make their decisions before contacting a supplier at all. In … Read More
When most individuals envision what it would look like to assume a leadership role, they imagine the freedom to define a strategy that will garner success, the authority to make decisions, and the opportunity to develop and mentor others. Those are the exciting aspects of leadership that are often appealing to individual contributors. But the other side of that coin is the incredible responsibility that comes along with the title. You can’t have one without the other. But the issue of responsibility and accountability goes even further.