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Good leaders bring out the best in their people. Bad leaders diminish performance. When you add up the costs over an entire organization, the bottom line impact can be staggeringan amount equal to 7% of a companys sales according to responses from people at 200+ companies who have used The Ken Blanchard Companies Cost-of-Doing-Nothing Calculator. That analysis found a 14-point customer satisfaction gap, a 16-point employee productivity gap, and a 45-point employee retention gap which translates into over $1 million dollars for the average organization. In looking at the ways that leadership impacts each of these three areas, separate Blanchard research into the Leadership-Profit Chain and Employee Work Passion has found that better day-to-day operational leadership practicesincluding those that promote autonomy, collaboration, connectedness, and growth can significantly improve employee intentions to stay with a company, perform at a high level, and apply discretionary effort in service of company goals. Taking some first steps Looking to identify and address operational leadership in your own organization? Heres a three step process for getting started. Double-check on goal alignment at the team and department level. Make sure that all team members are working on the highest priority tasks. Ask managers to check in and review priorities with their people. Make sure the work is meaningful, on-target, and contributing to overall organizational goals. Youll be surprised at the amount of misalignment that occurs over time. Identify what people need to succeed at their high priority tasks. Depending on their experience and confidence with the tasks they are assigned, people can be Enthusiastic Beginners, Disillusioned Learners, Capable, but Cautious Performers, or Self Reliant Achievers. Each of these development levels requires a different style of leadershipeither Directing, Coaching, Supporting, or Delegating. (Surprisingly, without training only 1% of managers are skilled at identifying and being able to deliver all four styles when needed.) Make sure managers meet with their people on a regular basis. While it is always best for managers to be able to adapt their leadership style to perfectly meet employee needs, that doesnt mean that they should put off meeting on a regular basis to review goals and provide direction and support as best as possible while learning. Even if managers arent perfect, people still appreciate a chance to talk, discuss progress, and ask for help.
Begin today Academic research has established a strong correlation between leadership practices, employee engagement scores, and subsequent customer satisfaction scores. The bottom line is that leadership practices matter. Encourage your leaders to review goals with their people, identify how they can help, and set up a regular time to review progress. Take care of the people who take care of your customers. Its good for themand your business too! SOURCE: http://bit.ly/17zqSxZ, this factual content has not been modified from the source. This content is syndicated news that can be used for your research, and we hope that it can help your productivity. This content is strictly for educational purposes and is not made for any kind of commercial purposes of this blog. |
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