The ‘Leader Others Want to Work For’ has switched their script from:
- It’s about ‘me’ - to it’s about ‘them’
- A ‘me’ mentality - to a ‘we’ & ‘us’ mentality
- Being the center of attention - to shining the spotlight on others
- Individual success - to make their team successful
- Personal advancement - to help each team member reach their potential
Employee-centric leaders are constantly:
- Communicating - through their words, behaviors & priorities
- Influencing - through logic, explanation & connection
Building relationships with their team through:
- Direction – clarity around the vision
- Alignment – clarity on the ‘line of sight’
- Commitment – everyone wants what’s best for the team
Successful leaders recognize that they:
- Need their team more than their team needs them
- Get paid more for what their team does than what they do
- Should do everything in their power to help their team be as successful as possible
- Succeed when their team succeeds!
The ‘Leader Others Want to Work For’ meets their employees’ engagement needs causing them to:
- Expand discretionary effort & do more than they are asked to do
- Be motivated toward the organization’s success
- Take pride in their work & suggest improvements
- Appreciate the ‘line of sight’ between their jobs & the organization’s performance
- Believe their leader wants them to be successful
Leaders can impact employee engagement by 20%. Engagement is based more on employees’ relationship with their leader – than their perception of the organization. Leaders are the key to enhanced employee engagement.
Leaders can view their employee touch-points as interruptions or opportunities to:
- Listen & learn
- Build the relationship & coach
- Satisfy engagement needs & improve performance
The employee performance needs most correlated with business results are:
- Receiving clear job expectations
- Having adequate materials & equipment
- Being able to utilize their talents
- Receiving recognition & praise
- Feeling cared about, personally
- Having their development encouraged
Areas Covered:-
Having the perspective of a leader by switching your individual contributor:
- Script
- Skill set
- Relationships
- Do-it-all attitude
- Focus
Meeting employees’ engagement needs:
- The business case for increasing engagement
- Why most organizations have a significant opportunity to increase employee engagement
- Companies currently benefitting from employee engagement initiatives
- The significance of leadership
How effective leaders utilize their employees’ talents
Why Should You Attend:-
The individual contributor’s script is to:
- Keep your head down
- Work harder than everyone else
- Push to get things done
- Utilize your technical skills
- Be a subject matter expert
- Rely on yourself in order to be successful
Many people are promoted to leadership positions because they:
- We're highly competent as an individual contributor
- Had a track record of exceeding expectations
- Displayed a special set of technical skills
This is an excellent start - but leaders can’t rely solely on their individual contributor skills.
When you become a leader, your team wants to know that:
- Their best interests are your priority
- You are more invested in your team than in your personal success
Because when your team is successful, you are successful
A leader’s success is no longer determined by just the work they do. Not empowering others is saying: “I think my way is better and/or I don’t think the work will get done.” The job of a leader is to enable his/her direct reports to perform to their potential
So, ‘Becoming the Leader Others Want to Work For’ requires:
Having the perspective of a leader by switching your:
- Script
- Skill set
- Relationships
- Do-it-all attitude
- Focus
And meeting your team’s engagement needs
Who Should Attend:-
- Managers
- Team Leaders
- Supervisors
- Directors
- Executives
- Human Resources Professionals
- Department Heads
- Project Managers
- Team Coordinators
- Senior Leaders