Leaders develop proficiency from a lifetime of experiences. Many of these experiences occur initially upon becoming subject matter experts, such as IT technician, tax attorney, or financial advisor, to name a few.
Your leadership expertise develops as an outgrowth of these experiences. Keep in mind, though, that most people are not trained in what it is to be a leader. Many stumble into leadership and do what they think they are supposed to do in this new role.
Recently, CNBC and Catalyst released a report, “The Great Work/Life Divide: How employee desire for flexibility and employer concern is driving the future of work”. The key results of this report continue the theme we have been discussing in recent months.
The report reveals that half of working Americans want to change careers for two key reasons: (1) the perception that employers haven’t cared about their issues during the pandemic, and (2) the need for flexibility, whether it is location, when they work or how they work.
Periodically I write about self-awareness and based on some recent experiences and conversations, it seemed like a good time to revisit the topic.
Self-awareness is the ability to identify your moods, what you’re feeling, and how they have an impact on those you interact with. Self-aware people are also more in touch with what motivates them and what they want.
Beginning in 2015, LeanIn.org and McKinsey have conducted annual comprehensive studies of women in the corporate workplace. The most recent report was just released and focused on the impact of the pandemic, issues of diversity and inclusion, and the overall state of work.
This column focuses specifically on their findings related to burnout, which has been continuing as a consequence of the pandemic.
I’ve been part of several conversations recently where trust issues have surfaced. Some have been positive, reflecting leaders who understand and embrace the benefits of a high trust culture. And others have swung to the other side of the spectrum where lack of trust is creating cracks in the organization.
Why is trust so important?
Do you ever feel like a crazy lunatic as you try to accomplish way too many things at once? Of course, you have! Not only do you experience this, but everyone has a different “lunatic pace.” Your threshold may have more or less elasticity than someone you work with closely.
I’ve found that people pick up their pace when they are working with someone who zooms through the day, even though it may be hard to keep up. These are critical moments, because when you constantly try to pace yourself at what is an unnaturally rapid clip for you, you will inevitably miss things.
Continuing our theme of employee engagement, consider the correlation between engagement and appreciation. People want to be appreciated and acknowledged for a job well done. It isn’t a big leap to understand that when people are praised for their efforts, they are motivated to do more.
Leaders who feel that recognition merits only occasional effort miss the opportunity to enhance the employee experience. Make sure that you express appreciation in a sincere and well-meaning manner. Employees know immediately when someone is “scamming” them.
The weeks after Labor Day trigger a “back to school” feeling for many of us. The air is filled with the possibilities of a fresh start that can be quite energizing. With the back to school spirit in mind, think about what’s on deck for you in the next three and a half months.
Consider things that are important to you that may have set aside because of more urgent priorities. Often, what is important can be overtaken by the urgencies of daily life. When we take time to breathe, we discover that important things may have been set aside.
Why is employee engagement so important? Obviously, there are myriad answers, but at the core, the more engaged your employees are the better they will do their jobs. Better job performance results in fewer mistakes, which ultimately leads to more satisfied clients.
You know what absenteeism is, but are you familiar with presenteeism? This happens when employees show up at work and simply go through the motions of their jobs. They do the minimum amount of work without calling attention to their declining effectiveness and productivity.
The Gallup Organization conducted a survey recently that concluded that 48% of people who are active employees are looking for new jobs. In fact, 3.6 million employees quit their jobs in May. Tried to hire recently? I’m sure you’ve experienced that this is more difficult than it has been in recent memory.
Gallup is coining this emerging trend as “The Great Resignation”, but suggests that the underlying theme is “The Great Discontent”.