This week, Krisztina Lorinczi and Richard Doust demonstrate how to deal with a disengaged employee. Ever find it hard to work with a direct report who appears disengaged? How can you get them to speak the truth and be an active listener? Check out the videos below:
Krisztina Lőrinczi and Richard Doust would like to know which conversations are difficult to manage. If you have a moment, visit Krisztina’s Linkedin page and answer the question to help determine the next video to share.
Watch thiss short video and see if you can identify the 10 mistakes the manager is making.
What are the key approaches the manager takes to help her employee work through his concerns?
Episode One
Watch the following videos featuring Richard Doust, Client Interaction & Pitching Coach and Krisztina Lorinczi, Founder and Facilitator of Leadership Potential Accelerator. They will walk you through two videos of what a Bad Manager looks like and what a Good Manager does to help an employee.
In the first video, can you identify the 10 mistakes the manager is making?
What about the second one? What do you like and dislike in that feedback conversation?
What if managers were able to give constructive feedback? How would it impact feelings, motivation and performance?
Reach out if you want your organisation to bring your leadership skills to a higher level.
Drop us a message below identifying the 3 key mistakes the Bad manager makes and 3 key good things the Good manager does, and we’ll give you some free coaching on your current training situation.
Leadership Training alone can not fix a company’s organizational and leadership problems. Yet, companies have been willing to pay for the chance to impact change through training. Globally, in 2015, companies were spending $356 billion on training programs. Did they achieve a good return on their investment? What are the keys to implementing effective change in any organization?
Here are some simple ideas to consider when exploring Leadership Training in your organization:
Senior management drives change based on a clear set of business objectives. Those objectives need to be driven by a clear set of company values. Senior managers need good information to make decisions. And, their people need to be comfortable sharing data no matter how bad it may be. Employees need to receive guidance and opportunities to practice in a safe environment how to give and receive feedback.
Politics plays a role in most companies. Employee gamesmanship and positioning are detrimental to senior management and the company. They tend to provide information senior management wants and not necessarily what they need to hear. Companies need candid feedback about impediments to efficacy and execution, including senior management’s conduct. Even if it sounds strange, a lot of participants that are sent to training do not see the connection between the workshop they are attending and their daily work.
Company setup needs to reflect the openness to the changes made to move forward. The content and direction of the training need to be relevant to the industry. Don’t use training companies that offer off-the-shelf content that does not even use your industry terminology. And it requires a combination of workshops, coaching, and assessment of skills.
The problem with most leadership programs is that they end. Employees go back to their everyday lives, and old habits creep back into the day-to-day operation. Successful programs provide ongoing support and training to help managers apply what they learned to their daily routine. Change happens over time.
As a continued follow-up to your leadership journey, can you measure the progress? Is it positive, negative, or static? A positive leadership journey will take time to impact change. Leadership and culture must be in it for the long haul and commit to creating a safe environment, a culture of openness, and leadership for all business units.
At LPA, we can help your organization reach these strategic objectives with our Leadership Potential Accelerator Program, addressing the pitfalls most companies find themselves with leadership training. And you will be able to track the improvement of your leadership skills.
In Forbes’ end of November edition there is an article „How to manage the Great Resignation”.
I quote: “The spike in staff departures known as the Great Resignation is centred on America: a record 3% of the workforce there quit their jobs in September. But employees in other places are also footloose. Resignations explain why job-to-job moves in Britain reached a record high in the third quarter of this year.”
The situation around employees loosing motivation and getting disengaged is getting more and more severe. Leaders need to find updated ways to deal with the New Reality.
Other thoughts? Add them to the comments below.
