Building great leaders one habit at a time
Do your managers have a natural ability to lead?
Gallup’s research found that only about one in 10 people possess high talent to manage. Another two in 10 people exhibit some managerial talent and can function at a high level if their company invests in coaching and developmental plans for them.
Great leadership is a journey of consistent growth. Through continuous practice and dedication, leaders can develop the skills and qualities that make them exceptional.
Have you ever left a job because of your boss? If so, you’re not alone.
Payscale research found that employees who say they have a negative relationship with their direct manager are more likely to leave their company than those who are neutral or report a positive relationship.
A study of technology based jobs finds that workers do quit more often when faced with bad bosses. Google also found that employee retention rates are higher when the employee is supervised by a good boss.
Managers influence team engagement and performance more than any other factor.
Why does engagement matter?
Employee engagement impacts your company’s bottom line. Gallup has discovered links between employee engagement at the business-unit level and vital performance indicators, such as customer ratings, higher profitability, lower turnover, and less absenteeism.
A recent UKG survey of 3,4000 people across 10 countries found that managers impact employees’ mental health (69%) more than doctors (51%) or therapists (41%) — and even the same as a spouse or partner (69%).
If managers have this great of an impact on their teams, you can’t leave them to figure out effective leadership on their own.
Managers drive organizational goals forward. You need them to rally their teams around necessary changes, remove obstacles for employees to get the work done, and collaborate across departments. When your managers are lacking leadership skills, it slows down business performance, resulting in slower growth and missed goals.
Most leaders get thrown into management without the skills needed to successfully do their job.
A 2020 SHRM study found that 84% of U.S. workers say poorly trained managers create a lot of unnecessary work and stress. 57% of American workers say managers in their workplace could benefit from training on how to be a better people manager.
Many individual contributors get promoted into management because they’re really good at what they do.
But that doesn’t mean they have any formal leadership experience. They’re often learning on the job, with no one to ask about challenging situations. It’s trial by fire, leaving managers to figure it out and employees on the receiving end of those experiments.
Managing is challenging.
Just like it says, middle management is in the middle. Middle managers have the difficult job of keeping their teams engaged and productive AND also ensuring they understand organizational priorities, collaborate with their peers, and manage up – all while being in meetings throughout the day and having their own work to complete.
Let’s acknowledge their many challenges and give them practical solutions that fit the busy work day of a middle manager.
Managers are burnt out.
Managers are more stressed than their team members and senior leadership (42% vs. 40% and 35%, respectively), and 25% say they are “often” or “always” feeling burned out.
Managers are the first line of defense for struggling employees. But how can they help their employees when they are themselves burnt out?
Our leadership development program combines training and coaching for maximum results.
We customize the topics based on your organization’s needs or we can recommend a curriculum to follow.
A Sample of Training Topics We Cover:
Self-awareness in leadership separates good leaders from excellent leaders. Leader effectiveness is either hindered or amplified based on how well leaders understand themselves. It also serves as a foundation for strengthening any other leadership skills.
This training allows leaders to uncover how they want to lead, how they currently lead, and understand how to close the gap between those two points.
Trainings are most effective when there’s dedicated time to practice what you learn. Without putting learnings into practice, the idea is still a concept that can take a backseat as soon as that first urgent request comes in. That’s why we include group coaching calls in between trainings.
A one and done training can only help so much. By investing in your leader’s learning new skills and applying them on the job, you’ll get the most out of the money you’re spending.
As leaders get busy, silos can unintentionally happen. Silos cause inefficient communication, product slow downs, and an us versus them mentality. By intentionally bringing leaders together to share their experiences, it can break down silos and build relationships.
Participants are encouraged to use their time with us to learn from each other, sparking new ideas for taking action in their work and in day-to-day life. We encourage these relationships to continue during and after the leadership development program.
Our skilled facilitators will lead your leaders through discussions that promote the implementation of what they learned in training, exploring roadblocks, and determining how to sharpen their leadership skills.
The ability to discuss challenges with peers using the tools and resources they are learning is critical to habit building.
Trusted colleagues can be a source from which leaders can draw strength and guidance. Through cross-organization collaboration and learning from peers with diverse backgrounds and talents, leaders can develop the confidence needed to overcome obstacles and become stronger leaders.
Your leaders don’t want to waste their time listening to someone talk at them.
Our dynamic and interactive training approach lets them be an active participant where they’re in the driver’s seat.
Our facilitators have led teams in the real world and can pull examples from their direct leadership experiences (both the good and bad).
This ensures our trainings reflect the challenges and opportunities your leaders face.
We look at good leadership as a habit. Habits are built from doing what we do every day – for better or worse. Our trainings aim to get managers in the habit of good leadership, overcoming all the other things that are competing for their time and attention.
Participants are encouraged to use their time with us to learn from each other, sparking new ideas for taking action in their work and in day-to-day life.
How it Works
Our typical engagements include live (virtual or in-person) training sessions with group coaching in between.
We have a recommended curriculum or we can tailor the topics based on your business needs.
Click the “Get a Quote” button below to learn more.