The Leadership Company

People don't care what you know until they know that you care

Understanding this foundational rule is not at all difficult.

A struggle occurs when team managers and senior leaders don’t understand the negative impact a lack of true leadership has on organizations, or they don't know how to build leaders, or both.

Most organizations have managers that get excited about building effective goal-driven teams. After assessing leadership competencies in key team members, however, most senior leaders are surprised to find their key players are not equipped to lead people, yet they are skilled in getting work done.

The gap between managing things and actually leading and coaching people is staggering.

Our analysis of several organizations is about the same.  Take a few minutes and look around your office, church, team, or even in a large corporation, and most will confirm:

Some organizations go to great lengths using many resources to measure how well people manage things by charting workflow processes, running weekly project meetings, and engaging employees in a performance review process..........and all with little or no emphasis on the people actually doing all the performing.

The issue, however, is not about wanting and needing high performance from your staff members - this is a great goal!

The issue is all about the balance between managing things and leading people.

Assuring team members are equipped properly to manage and complete all their tasks efficiently, and grow in mission-critical leadership skills, must be incorporated into the foundational fabric and culture of every organization.

 

The Paradox:

People are expected to perform well; yet seldom get lead, taught, or coached in how to perform well.  We see evidence of this lack of leadership around us every day.

 

While interviewing a senior pastor of a 450-member church, he stated that leadership is a paradox.  On one hand you hire based on interviews about what candidates can do and you eventually get a skilled staff.  Yet we fail to assess leadership potential and/or competencies. Paradoxically, we end up with skilled staff who are great at accomplishing tasks, but never impact or lead the people around them.

 

Take a few minutes and assess yourself and the organization in which you work:

  • When was the last time you (or your team) were asked what training or staff development resources you needed to be successful?

  • How often do you meet with your direct supervisor/manager and talk about goals, vision, and how to achieve your goals?

  • Has your organization leaders ever discussed your team’s career development strengths/needs and aligned them directly with the organizations goals and vision?

  • Are there opportunities on a given work day(s) to take a key online course covering skills you use every day; a 1-day workshop on active listening and communication, or even attend an outside vendor’s seminar of effective team building?

  • When was the last time you were given 1 or more self assessments to indentify strengths, improvement areas, and overall leadership potential?

  • Were assessment results tied to a plan that will improve your competencies and skills, to use your strengths more every day, and offered an individualized career plan based on your strengths and potential?

  • Has anyone in your company asked you to document your 'S.M.A.R.T.' goals specific to your role, and future roles you are interested in?

  • If your company has a vision/mission with yearly initiatives, have they aligned staff competencies and team capabilities to assure individual, team, and company success.

Over 62% of all who take this simple survey have absolutely NO training, career development, or ongoing coaching to be successful in their current role.

Many employees said they received basic training either when hired, or in changing work roles, but no on-going development or career training programs exist in their organization.

Only 11% of employees, out of 5790 within small to very large organizations, stated they were actively developing their careers, being trained on targeted skills, and learning leadership competencies for work opportunity potential.

Approximately 77% of employees (out of the 11%) were "satisfied or very satisfied" with their employer's consistent efforts and attitude regarding career and leadership development.

Brandon Hall also found:

Over 93% of employees' work hours are spent managing tasks and workloads, versus hours spent gaining targeted skills and leadership capabilities focused directly on daily work AND building more leaders.

 

 

The Brandon Hall Research Center

Brandon Hall, a large research company, states that most organizations in a wide variety of businesses and non-profits do not develop people to be leaders; rather they promote performance and measure how well people manage things and complete tasks.


Investing in leadership development takes time, a robust  commitment, and a continued focus on the people standing right in front of you!   The Leadership Institute is highly capable and very passionate in assisting YOU with all your Leadership Development initiatives!  

Call Us:  253-355-6619 to schedule a no-fee consultation with our Director.

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