The Importance of Employee Retention

I saw an article recently titled “Nearly a third of workers don’t want to ever return to the office.” Fortune.com shared this particular title but I’ve seen several others from SHRM and multiple legitimate websites… The issues we’ve all faced over the last year have forced nearly every business to consider some significant changes in how it operates. I’ve also heard a number of business owners, staffing professionals, and even front line employees comment on how much government subsidies that have been handed out to individual claiming to not have work available, which have gone largely unchecked the entire time, are making it even harder to get the personnel the need to actually show up to work.

Interestingly enough, the incentives for individuals to avoid reporting back to work never seem to be mentioned in any of the articles about how many people don’t want to return. I’ve also found it odd that none of the articles...

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How Do You Measure Success?

We closed last time by touching briefly on how critical it is to be able to measure tangible results as we work to avoid many of the reasons for why leadership training fails. Leading up to that, we looked at the wide variations in what’s even referred to as leadership training and we dug into the significant difference between knowing something and applying it… 

As Cindy and I begin working with an organization, or an individual leader within that organization, we always start the process by having a very strategic conversation with the primary decision maker(s) to develop a firm understanding of the issues they’re dealing with so we can assist them by providing the most applicable material for their team members and in creating the most effective plan for how their team members can take action on that material afterward. It’s incredibly important to understand where they are before we ever try to help them move forward! A while back while talking with...

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Clear Goals and an Expectation for Action

I closed the last post by referencing something we can do to help remove a bit of the reluctance leaders often face when faced with addressing tough situations with team members - often due to the concern of hurting or offending them in some way. Separating a behavior contributing to an issue that needs addressed from the individual performing that behavior is far easier said than done! But as we begin to develop that kind of awareness, and really hone our skill in actually doing it, holding the team member accountable for the behaviors they choose involves so much less emotional stress…

So what does that have to do with why leadership training fails? Understanding what should be done and knowing what the specific behavior looks like to accomplish what needs to be done are very different things. Just like we, as leaders, will need to work at being able to separate the behavior from the individual in order to have effective conversations about improving performance,...

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Knowing is the Easy Part. It’s the Doing that’s Tough!

In his Forbes article, Peter Bregman commented “I’ve never seen a leader fail because he or she didn’t know enough about leadership. In fact, I can’t remember ever meeting a leader who didn’t know enough about leadership.” But knowing and doing are two very different things, huh…?

During the dozen or so years I oversaw a behavior-based safety process for my home facility and traveled across North America training folks on that process in other facilities, one of my responsibilities was to attend an annual conference on the topic so I could learn about new developments in the field while bench-marking with my peers from other companies around the world. I always left that three day event with pages of notes and dozens of business cards for people I could connect with moving forward to bounce ideas around. The challenge was always in having time to ensure the rubber met the road… Between the travel/training schedule and the full time...

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Why Leadership Training Fails

Over the last few weeks in these posts and A Daily Dose Of Leadership, we worked through a question so many organizations need to answer (Why is Leadership Development Important?), then we made the rubber meet the road by Defining Leadership Development. With that foundation under our belts, let’s close the loop here by digging into Why Leadership Training Fails.

As we ate lunch recently, a friend of mine who is relatively new to our area made a comment about how interested he was in having intentional interaction with other local leaders. He’s in a relatively high profile public sector position and has regular conversation with several of his peers in local government positions but he mentioned that even within that community, the views on leadership could vary significantly. He also tossed out the number of leadership books that are currently in print as he pointed out the vast differences in perspective you could find depending on where you looked. As I dug for...

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Add This to Your Daily Habits & Win Big!

In creating a lesson for our Leading at the Next Level courses around the Law of the Rubberband, I’m reminded more every day on the benefits of stretching ourselves in order to grow.  This law says, “growth stops when you lose the tension between where you are and where you want to be.” There are the basic benefits from our own experiences in life but it’s not until we pause to consider how the stretches we have made in life changed our trajectory; that we are able to see the full scope of their impact.

If you have taught, trained, or spoken on a topic or engaged in a deep dive for another reason; you may be like me and realize how much deeper you learn when you need to research, compile, and articulate the information.  And not just the information, but the best parts of the information in a way that is interesting and relevant to your audience or learning.  And be sure to add your own experiences which allows your message to resonate at a...

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Accountable for Results

Once we’ve been intentional about defining leadership development, our work should be done! Right?

Before you fall completely out of your chair, laughing at that ridiculous statement, I’ll challenge you to show anything of significance that’s truly that simple… If we want to achieve significant results, especially the tangible results that make a measurable impact on our organization’s bottom line, we’ll have to be sure to see it through - not just issue a statement and call it done…

For close to 15 years, I worked for a Human Resource Manager who was always very vocal about what he expected from me anytime I attended any type of class or conference. I was required to report back to him, and often the entire management team, showing I had learned and what steps I would be implementing in the process I led. I was also responsible for seeing this through and for showing a tangible return on the investment that had been made for me to attend...

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Soft Skills that Make a Hard Impact

I closed the last post by bringing up one of the biggest challenges I’ve seen organization’s struggle with in determining whether or not they make an investment into the new skills someone will need as they transition into a role with leadership responsibility. When we’re intentional about accurately defining leadership development, we can begin to identify specific areas that need to be addressed in our growing team members. This is also where we should be establishing baseline measurements for a few key metrics that tie directly back to effective leadership - in the lack thereof…

Over the last twenty years, the most common push-back I’ve seen to making an investment in providing the necessary training and development that can be so critical in helping new supervisors and managers lead their teams effectively has been the concern of not knowing if it makes any difference at all. In so many cases, those soft skills are viewed as intangible and...

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The Secret to Consistently Moving Forward

In James Allen’s As a Man Thinketh he shares, “People are anxious to improve their circumstances but are unwilling to improve themselves; they therefore remain bound.” 

When this quote comes to mind, entire periods of my life do as well because these are times I (Cindy) chose to remain bound.  In my defense, I had not yet learned about personal growth but I certainly knew I wasn’t where I wanted to be. I also knew I was choosing to maintain in life rather than get far enough out of my comfort zone to create the change needed.  

Suddenly, a life event threw me out of my comfort zone - like overnight. Not long after, I learned about personal growth and everything started changing for the better. Before I learned about personal growth and started applying growth principles to my life, I was filled with ambition without guidance and worse yet, without the willingness to get out of my comfort zone where all my dreams and goals were!  This...

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The Root of All Leadership

The Law of the Ladder is about growing your character to grow you. And says, character growth determines the height of your personal growth.

When you think of character what comes to mind? I (Cindy) think of honesty, integrity, accountability, being genuine, the same person on the inside as we are on the outside, doing the right thing, many thoughts come to mind when the topic of character comes up.

The development of character is so foundational to the success of every individual that Wes and I started our Emerging Leader Development course session one, module one, with character! For us, we would be failing individuals and organizations if we didn’t start this people development course with the very thing that makes up the foundation of the person.

What does character mean to you? How can character help you on your personal growth journey? Whatever it is for you it is important to remember character is a foundational component to who we are and how we show up for...

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