When computers and machines break down, they are fixed using systematic problem solving skills. It seems logical that using the same deductive approach with people would maximize human productivity. As a leader have you been frustrated when a rationale approach causes disruption or morale issues instead of solving the problem? What causes the frustration?
We believe we are trying to motivate employees to achieve desired results but become exasperated when the burst of positive short-lived activity quickly fizzles out. Most managers spend a minimum of 60% of their time solving people related issues that should never have reached their attention.
It may surprise you but a leader cannot motivate anyone to do anything - motivation comes from within each person. But what we can do is ‘enable’ employees. Max DePree in his book ‘Leadership is an Art’ defines enabling as “liberating people to do what is required of them in the most effective way possible. In short, the true leader enables his or her followers to realize their full potential.”
Ed Oakley & Doug Krug in ‘Enlightened Leadership’ talk about enabling as “leaders creating an environment that supports enhancing the self-image of our people. As people truly feel better about themselves, their attitudes naturally change for the benefit of all.” We enable others by utilizing developed coaching skills.
Does the following sound like your employees talking about you?
-
“He took a risk in leaving me to manage the new project. We play an equal part in making decisions.”
-
“She delegates things she doesn’t have to. She involves you in the decisions which affect you even if only remotely.”
-
“We teach him something too, he learns from us. He believes in reverse coaching.”
-
“There is no misunderstanding what she means. She gives you a pat on the back for good results as well as giving you bad news. She welded us into a team.”
If it doesn’t, your employees’ perception or belief is you are not an effective leader!
Effective leaders use the skills of delegating responsibly, participatory decision-making style, commitment to team, active listening skills and clearly communicating information. These are all learned skills but often require training and then lots of practice.
The following statistics published in an article on “Why Issue Surveys?” demonstrate how important employee engagement ties into organizational profitability. (www.askemployees.com)
A Mercer study concluded that the average expense of replacing a worker today is $30,000.
It can cost as much as $10,000 to hire a new manufacturing employee. To fill a vacant corporate executive position, it could cost as much as the executive’s salary.
John Meyer, Ph.D., an expert in workplace behaviour and employee attitudes, is Professor and Chair of the Industrial and Organizational Psychology Program at the University of Western Ontario. He is also Director of the Research Unit for Work and Productivity in the Department of Psychology. His current research focuses on how organizations can become resilient through enhancing employee commitment in this era of change.
Meyer states “it is important to first understand what commitment is, how it develops, and how it relates to organizational effectiveness and employee well-being. The question many organizations are struggling with is how to ‘bind’ or retain good people under conditions of constant change.”
Supervisors and managers play a pivotal role in maintaining organizational effectiveness and employee well being. Mastering these skills will improve employee commitment, reduce turnover and increase profitability.
Coaching involves spending time with people on the job day by day, talking with them about game strategies, and providing them with feedback about their efforts and performance.”
Leadership Challenge, By Kouzes & Posner
WEBSITES:
Better Management.Com
Leadership Now
Workforce Management Magazine, ‘12 Questions to Measure Employee Engagement’
http://www.workforce.com/section/09/article/23/53/40.html
BOOKS:
“Gung Ho”
By Ken Blanchard & Sheldon Bowles
“The Leadership Challenge”
By James M. Kouzes & Barry Z. Posner
“On Becoming a Leader”
By Warren Bennis
“Re-imagine It”
By Tom Peters
blog comments powered by Disqus