The Compelling Case to keep Investing in your Leaders

In a pre-pandemic study, CareerBuilder.com found that 58 per cent of managers said they have not received any management training. If leading studies are accurate in that employees are promoted because of performance or longevity, then we have a bunch of leaders in the workplace who are not trained to lead. Add to this ‘’unprecedented’’ change, and you have a breeding ground for a disengaged workforce.

Change the new Normal

According to Harvard Business Review’s 2018 annual leadership paper, significant workplace change shouldn’t come as a huge shock for organisations.

‘’86% of respondents said their organization has recent experience with transformation—with 54% currently undergoing transformation.’’

- HBR’s 2018 State of Leadership Development 2018.

It’s safe to say those numbers are on the rise in 2020, but is that a positive thing for organisations or potentially damaging? Well, that all depends.

Opportunity

In his book Dual Transformation, Harvard Business Review Press author Scott Anthony argues that the threat of disruption also constitutes the greatest opportunity that a leadership team will ever face. But to seize that opportunity, companies need to build a phalanx of leaders with the right capabilities and mindsets. In other words, change can have a positive impact if leaders have the right skills and attitude.

A common misconception is that investing in employees has to involve spending large amounts of cash. Demonstrating empathy and recognising the achievements of others involves no monetary cost, but the returns are huge. Effective leadership behaviours set the tone for the rest of the organisation.

The Consequences

One study found that 79% of employees who quit their jobs cite a lack of appreciation as a key reason for leaving.

Instead of employees leaving jobs (in likely fear of not finding another), we may start to see rises in stress leave. A lack of support for or from your leaders is not only detrimental to employee's mental health but a sure-fire way for organisational performance to drop.

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

- Anne M. Mulcahy