In this insightful conversation, Krisztina and Richard will explore the causes and consequences of burnout, as well as effective strategies to prevent and manage it. Whether you’re an employee, manager, or business owner, this discussion is sure to offer valuable insights and practical tips to help you navigate the challenges of today’s fast-paced work environment.

So, without further ado, let’s dive in and learn from these two experts on how to combat burnout and build a healthier, more sustainable work culture.”

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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:

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Answer Poll on Linkedin.

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Video Series

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Our last article talked about what factors lead to leadership training falling short of expectations. Today, we will look at a recent case study conducted by a client to measure the success of their leadership training using the LPA method.

The LPA method incorporates all the critical factors needed to ensure that companies can enjoy the long-term benefits of our leadership training. They include:

A recent client compared the efficiency of their leadership competencies before, during, and after conducting the LPA journey. The assessment asks, do you believe the person who received feedback has become more or less effective in the following areas?

• Very Much Effective?

• Much Effective?

• No Change

Being a role model?

• Very Much Effective? 31%
• Much Effective? 48%
• No Change 21%

79% Increase in performance being a role model

Partnership Thinking?

• Very Much Effective? 12%
• Much Effective? 70%
• No Change 18%

82% Increase in performance demonstrating partnership thinking.

And, there were more results to show. How successful have leadership programs been? Have you experienced similar results?

If you would like to explore the possibilities, contact us at 317-643-2572. 

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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:

Are training that your company is buying created for your organization based on your company values and core leadership competencies or is it basically an off-the-shelf program?

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.

Is the company open to honest feedback from employees?

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.

Is the training relevant to the business?

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.

What happens after the training? Does the company offer ongoing coaching and training consulting to achieve positive change?

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.

Can you measure the impact of your training on the organization?

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.

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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.

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I was very lucky to conduct an interview with Michael Aagaard Andersen, a world-class brand builder who was my best leader ever at the beginning of my career at LEGO. I never experienced such an outstanding level of empathy, motivation and support. What an example to follow. He is sharing his view on some extremely important questions about leadership. Enjoy the start of the year with the thought-generating answers of Michael.

What three leadership strengths do leaders need to be successful?

So, Krisztina, in my mind, leadership is quite simply the capacity a person has to influence the behaviour of others toward a goal, and to do things they would not otherwise have the skills or motivation to achieve.

Hence, to be successful as a leader you need the ability 
– to formulate an inspiring vision,
– to secure alignment, and 
– to coach the team to deliver on strategic goals.

Besides the above, the leadership skill that I believe has helped me the most in my international business career, is my intercultural sensitivity and self-awareness – or as you prefer to call it at LPA, my capacity for self-reflection. Only if you know yourself fully, can you be a great leader. 

What was a moment in your life when self-reflection helped you to achieve a breakthrough?

I’ve made a habit of performing self-reflection almost daily, in connection with my exercise regime. Whether going over a hill on my mountain bike, cross-country running or kayaking, as soon as my body begins to release the feel-good chemicals, dopamine and endorphins, I start reflecting on the issues facing the businesses that I am involved with. Often my most profound breakthrough ideas have come to me in connection with self-reflection during an exercise high. 

What stands in the way of self-reflection for most leaders?

I can only speak for myself but a lack of time can be a road-block. Also, as an active board member and advisor, I have seen “not invented here” and even arrogance stand in the way of this important leadership skill. But the biggest self-reflection “killer” is the inability to listen, and not being open to feedback. I have come across this problem both in early-stage startups and established enterprises. 

Leaders suffering from this inability need to come and see you and your team and get on your world-renowned LPA program to open their minds!

What role do the skills of unlearning and relearning play in the development of a leader?

If leaders are able to un-learn skills that don’t serve them any more, this makes space for new, necessary behaviours. Then, these new habits and ways of working can be re-learned in a better way.

Today, what do you think is the primary reason people are leaving their jobs? 

Krisztina, we have long known that employees do not leave their jobs – they leave bad managers – managers with low emotional intelligence, that micro-manage, exhibit a closed mindset, that play favourites, that bully, blame, and steal credit. And the pandemic has only accelerated this trend. 

Today, what is the best way for leaders to remotivate their teams?

If the past 2 years have taught us anything, it’s that employees crave focus on the human aspects of work. Employees are exhausted. They want a renewed sense of purpose in their work. They want meaningful interactions, and they want to feel a sense of shared identity. 

To achieve all this, today many senior executives are being challenged to rethink and reimagine how they lead. Now is the time for leaders to unlearn and relearn how to best perform in a post-Covid world – and that’s something I know you people at LPA really excel at helping them to achieve.

Thank you Michael for your thoughtful response to our questions.

Do you want to understand how the LPA Method could help your organization?

Contact Us

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CEO ALD Automotive Hungary

Today, we are talking with Olena Tymofiyiva, CEO of ALD Automotive Hungary. ALD Automotive offers corporate fleet management and long-term leasing services. They carry out more than 1,700,000 cars worldwide in 43 countries. Owned by the French group Société Générale, which is the dominant financial institution of the eurozone. ALD Automotive is a leader in both Europe and Hungary.

As CEO for Hungary, Olena provides great insight into leadership expectations through practical experience, observation, and leading teams.

What is something that you expect from ALL your leaders? 

First of all – the attitude. Being passionate and determined toward what they are doing.

Another important detail is higher-than-average standards. Standards become habits. And then habits become outcomes. Exceptional results are almost always achieved by humans with higher-than-average standards.

Do you think you need to be a born leader or can you become a great leader by developing leadership skills?

Well, it is definitely both. Leadership is a mindset. There is no universal definition of what makes the best leader. In the same way chefs specialize in certain cuisines or musicians master specific genres, leaders can lead in different ways.

The only things, probably, that keep someone from becoming a sound leader are lack of character, effort and desire. Everything else can be developed. It’s not what you’ve been given, but rather what you do with it that matters.

Some people mistakenly believe that a leadership “title” gives them the “authority” to lead and be more effective. I would say, if you need a title to be heard, you don’t have a voice probably. 

What is the role of self-reflection in your opinion as a leader?

Taking a step outside of yourself is very powerful. It helps leaders in three different directions:

1. Acknowledgment – facing the fear & disabling its ability to frighten you

2. Gratitude – having a moment of gratitude and compassion for yourself and other people 

3. Setting goals to grow – taking actions toward meaningful things based on true values

What type of leadership development do you think works best?

I strongly believe that only ability to learn, unlearn and relearn makes people agile and ready for challenges. Seeking, acquiring and sharing knowledge should be a continuous process throughout the life of a leader, to benefit your career and keep you ahead of the game. It’s a well-known fact that humans who changed the world are those who were brave enough to change themselves first. 

How can leaders maximize their potential?

The first and most important thing to know about leadership is that it’s not a position. It’s a process. Your ability to lead others is only as good as your ability to be the leader of you. Before you can maximize your leadership potential with others, you should be well-led yourself. One of the powerful tools to use is coaching and mentoring, as well as constant re-evaluation. It gives a sense of direction, accountability, and allows leaders to measure how they are doing.

What advice would you give today’s leaders to follow in our complex world?

Stay curious. Exceed expectations. Be ambitious. Shift from reactive to proactive. 

Take calculated risks to learn continuously and stay out of your comfort zone. It’s ok to have fears, but it is important to find the strength to face and overcome them. By default, we do things we like and enjoy. When we start doing uncomfortable things, we grow. 

If you see a problem and want to do something about it, act. If someone else is doing something inspiring, help. You have nothing to lose. Don’t expect anything in return.

Listen to diverse opinions and feedback. Surround yourself with people that inspire you. Who you work with is equally if not more important than what you work on and where you work at. 

Instead “all or nothing” – each step matters. Instead “life is a competition” –life is an adventure. Enjoy it.

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