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Leadership.june 2011


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Leadership.june 2011

  1. 1. Leadership <br />How to retain top performers<br />
  2. 2. First lets discuss leadership <br />
  3. 3. What leadership style do you have?<br />Authoritarian<br />Ideal Leadership <br />Delegates<br />Participative<br />Soul Leadership<br />“By making a soul connection, your true purpose in life will become the foundation of everything you do”. -Deepak Chopra<br />
  4. 4. What’s leadership got to do with talent retention – what the research shows! <br />Based on information gathered over a thirty year period, the Gallup organization reported the following reasons for leaving:<br />Career advancement or opportunities for promotion (31.5%)<br />Pay and Benefits (22.4%)<br />Poor job fit (20.2%)<br />Management or the general work environment (16.5%)<br />Flexibility or scheduling (7.7%)<br />Job security (1.7%)*<br />Since leaders have a direct impact on the majority of these areas, it becomes apparent that your leadership can make or break any retention program you devise.<br />Source: Leadership as a Talent Retention Tool By Gayla Hodges -<br />
  5. 5. What the research shows!<br />In another study by the Saratoga Institute, the following reasons were given (based on almost 20,000 interviews) for talent loss :<br />Job or workplace was not as expected<br />Mismatch between job and person<br />Too little coaching and feedback<br />Too few growth and advancement opportunities<br />Feeling devalued and unrecognized<br />Stress from overwork and work-life imbalance<br />Loss of trust and confidence in senior leaders.**<br />Again, leadership can and should have significant impact on all of these areas.<br />Source: Leadership as a Talent Retention Tool By Gayla Hodges -<br />
  6. 6. People respond differently<br />People respond differently to the different leadership styles<br />Autocratic<br />Those who want lots of structure and decisiveness feel comfortable in this environment<br />But some people will not be open and honest and neither will they be loyal to the leaders (they might be to their job) <br />Delegates <br />Some people like to take on delegated work<br />Some don’t like to be micro-managed<br />Some reject taking on additional work delegated to them<br />Participative <br />Some people don’t like to engage – unless it is at a level that addresses their needs and interests<br />Many people like to be invited to participate in management processes <br />
  7. 7. Why do people join you? <br />Five key reasons<br />Attraction to your business – your reputation<br />Attraction to the job opportunity (what’s in it for them)<br />Attraction to your culture<br />Salary and benefits <br />Circumstances and timing<br />
  8. 8. Profiling and assessment<br />Conduct personal interviews<br />Host a day at work <br />Do case Study analysis and testing<br />Beware of the traps<br />Good skills – wrong attitude<br />Good attitude – weak skills <br />Remember - attitude trumps skills (skills can be taught – in most cases)<br />
  9. 9. Create the right environment for people to be happy?<br />Set clear direction<br />Be clear in what you stand for and what you are trying to achieve as a business<br />Match their strengths to their role<br />Try to match people’s roles to their strengths – and then find opportunities for them to grow<br />Guide them but don’t spoon-feed them<br />Provide direction and examples – but do not spoon feed<br />Entrust them to do their work – and be prepared to live with their mistakes<br />Manage their performance<br />Give feedback regularly (formal and informal) <br />Communicate about the good and the difficult things<br />Let them grow<br />Give them space to grow <br />Engage them in challenging and stimulating work <br />
  10. 10. Create the right environment for people to be happy?<br />6. Treat them with respect<br />Treat your team as you would like to be treated<br />Be open and honest about everything<br />Set a good example – live your values and deliver the results <br />You should be ready and willing to learn from your team as they from you<br />Be flexible with their work conditions (where appropriate)<br />7. Reward them when reward is due<br />Share with them when the business does well<br />Reward them for good work <br />8. Encourage them to create their own business opportunities through your business<br />
  11. 11. Will they stay forever? …….No!<br />Timing and circumstances will influence when good people want to move on – <br />And you cannot do much to stop them!!<br />Keep good relations with you ex staff – the industry is small and you need each other <br />Encourage continuous contact for references and referral work <br />