95% of employers think their leadership development programs support their organization’s desired culture. However, only 37% of employees believe senior management does a good job developing future leaders. Only 44% agree leaders have a sincere interest in employees’ well being.
Wherever your organization is in terms of its leadership development program, a number of things help strengthen the relationship between leaders and employees. Specifically:
At Haploos, we believe in giving each leader a basic set of tools they can use on a daily basis to improve their communication, relationship, productivity and motivation with their staff. We believe, at the core, each leader needs to have eight skillsets:
Goal Setting: Goal setting is the ability to explain the vision and direction of a specific goal. Training around this could include public speaking and effective meetings, delegation and being a descriptive and influential leader through relationship building and establishing high performance teams. Creating and executing on realistic measurable goals will ensure that our client moves its staff from compliance to commitment.
Roles and Responsibilities: In an effort to create commitment, Haploos focuses on training leadership to manage relationships and motivate individuals to “walk the talk” through clearly defined roles and responsibilities. This means the client must be grounded in empowering staff to share two-way conversations that will help them inform the way their roles support an environment of operational integrity.
Communication and Alignment: Our focus in this element of training is on creating a positive and informative work environment through appropriate communication, defined through quality interactions that enhance the relationship. This will be supported by training on the Client Communication Strategy and Plan, effective two-way communication opportunities (through use of the Haploos Coaching Model) and providing staff with consistent, thematic messaging. This training will also highlight effective meeting and calendar management.
Leadership Engagement: We work with leaders to help them create multiple levels of engagement throughout their business unit. We encourage growth through activities demonstrating how to engage and manage an open door policy that supports personal relationship and professional development and managing conflict and realistic communication guidelines. This includes training on meeting schedules, time management and personal balance.
Recognition: We work with the leadership team to promote an environment of safety and commitment through training based on the clients Recognition Program (if available), which encourages multi-directional recognition within the organization. We help instill pride in safe and profitable operations and good practices through effective communication, the development of strong teams, individual and team motivation and effective and realistic goal setting.
Knowledge Management / Continuous Learning: Leaders are coached on effective communication with regard to sharing lessons learned and identifying and understanding other relevant procedures and sub elements. Emphasis is placed on data collection and analysis in an effort to support consistent outputs, together with information on enterprise mapping and leveraging other areas of the organization (competency networks, etc.). Additionally, we reinforce the importance of the Leadership Teams and other Knowledge Managers reporting back seminar/workshop content to share information or best practices within the industry. This engages leadership within the team, ensuring consistent messaging and its importance flows throughout the organization.
Leadership Training: As a general expectation, each person has specified competencies; we give leadership the tools to expose staff to continuous learning and foster in them an intrinsic desire to stay committed to it. We work with leadership to identify and work within competency and training plans to help them stay current and relevant in all identified leadership training.
Performance Accountability: We educate staff on their responsibility to help promote an environment of commitment. This is met through adequate coaching, creating emotional safety and an opportunity for continuous improvement. Note that accountability for leading and managing safety within the varying levels of an organization will be paramount. This includes focus on conflict resolution/crisis management, effective communication, data collection and analysis and document management.
In 2009, Simon Sinek released the book "Start With Why" -- a synopsis of the theory he has begun using to teach others how to become effective leaders and inspire change. Below is his TED talk explaining his view, as well as the view of Haploos.