“The plan wasn’t about making his sabbatical possible immediately; it was about making it inevitable. The goal was a team capable of sustaining performance and growth even when the leader steps away.”
Reacting is automatic. It’s fast, emotional, and often fueled by fear, frustration, or ego. Responding, on the other hand, requires presence. It means taking a breath, noticing what’s happening, and ...
I’ve observed a tendency to prioritize managing over leading, influenced by environmental pressures that demand and reward immediate results and quick fixes. Effective leaders separate themselves from ...
For over 32 years, we’ve witnessed hundreds of leaders improve their impact by adopting new skills and behaviors beyond what they believed they could demonstrate.
In a post-COVID-driven remote working environment, a countless number of our clients are experiencing angst around or questioning the effect of isolation on the team dynamic and interpersonal relationships. Employee engagement scores have taken a hit in many cases. Many of us have seen good, capable colleagues move elsewhere as part of the Great Resignation. One client recently exclaimed, “I see a need to reclaim the mojo, the spark, the energy we had a couple of years ago!”
When confronting a difficult hiring and retention environment, it is easy for us to blame external factors that are either invalid or beyond our control. For example, I frequently hear about two obstacles to employee retention that are worthy of challenge: 1) “Government programs pay people not to work” and 2) “The younger generation doesn’t possess sufficient work ethic or organizational loyalty.”
Some of the top reasons people leave their jobs center around relationships and culture. While leaders can’t control whether employees ultimately leave, you can focus on changing controllable factors like the environment and energy you create and foster for your team. These 3 simple tips from Ted can help you improve employee engagement and satisfaction in critical areas, which could positively impact employee retention.
Ready to unleash the learning potential associated with self-examination?
To get the most out of this article and the concepts referenced, be sure to read Ted’s 2014 blog post “The Four Stages of Organizational Change”. Ted provides 5 reflective questions to drive positive organizational growth and change during challenging times.
Despite the many benefits of working from home, Zoom fatigue and other virtual meeting challenges are very real.