The coaching work that we do with our clients confirm the critical impact that leaders have on levels of engagement in the organization. This is not only for the respective teams but the extent to which leaders feel engaged because they believe they are up to the task.
Almost all organizations are guilty of concentrating their efforts on senior leaders to the neglect of other leadership cohorts. They leave middle and junior managers and front-line supervisors to fend for themselves. These leaders are expected to carry everyone with, but they lack vital skills to promote levels of engagement. Even the senior leaders fall short because they are exposed to training events and little happens beyond the classroom.
Gallup study reported that leadership accounts for 70% variance in employee engagement. This means that leaders create the right environment for engagement. This becomes a greater differentiator of whether employees will stay or leave the organization.
Organizations should focus their attention on developing their leaders to become more effective:
- Communication (Vision): Equip leaders to articulate the strategy of the organization and how it will be achieved. This facilitates alignment and inclusion for employees to contribute to the organization’s strategic imperatives.
- Influencing: Promoting personal power over positional power will help leaders to inspire and motivate their teams towards the direction of organizational goals. Positive influence is rooted in trust and gets the leader to be admired, acknowledged and respected.
- Delegating: Employees develop a range of skills through experiential learning and help the organization to advance. They feel trusted and important to their leader, stakeholders, department, and organization.
- Giving feedback: Lack of feedback leaves employees lost, frustrated and demoralized. By providing continuous feedback, leaders help employees become more effective by focusing on improving what is important.
- Receiving feedback: Most leaders are poor in giving and receiving feedback. Being open to feedback helps leaders know their gaps, work on them and grow as leaders. It is a way for leaders to become open to new ideas and advance self and the organization. This is well stated by Jon C Madonna when he said that “nothing stops an organization than people who believe that the way you worked yesterday is the best way to work tomorrow”. Only leaders who are open to feedback can invite new ideas and impact their teams positively.
We can help you and your organisation entrench these skills into the DNA of your organisation. Tex Hlalele is a speaker, life and business coach. He is the author of the book, Face the person in the mirror. Book Tex to help you and your team gain insights and possibilities for individual learning and organisational advancement on +2764 656 6174 or visit http://www.dreamsmadepossible.co.za/contact.html