Leadership skills are the cornerstone of any successful organization. Today, there is a heightened awareness of the impact of management on employee retention and development. Poor leadership affects organizations at all levels. Ignoring the warning signs of poor leadership can lead to not only financial, but productivity problems as well.
According to Vincent D. O’Connell, author of 6 Habits of Highly Effective Bosses and Senior Partner with Work & People Solutions, the warning signs of poor management and ineffective leadership are not hard to miss. These warning signs include:
1 – Increased turn over. As stated in 6 Habits of Highly Effective Bosses “People don’t leave jobs, they leave managers.” This statement speaks volumes on the bottom line effect that poor management and leadership skills can have on an organization. Increasing turnover is a definite sign that there may be a problem with management within the organization. If significant turnover exists in one particular department, focus should be given to the management in that area.
2 – Increasing Human Resources related activity in both number and severity. When more supervisors and employees are knocking on the doors of human resources, it’s time to take a look at what is going on. Grievances, challenged performance evaluations and increasing disciplinary problems are all warning signs.
3 – Increasing numbers of cliques forming around the office and departments. Small groups of employees gathering to discuss and take sides on rising issues is an indicator that they may not be happy.
4 - Fewer internal candidates applying for open positions. This is especially true if the position involves a promotion or more money. In today’s society, most companies have employees that are looking to move up in their career. If no one is applying, it’s time to take a look at the reasons why.
If problems such as these exist within an organization, all is not necessarily lost. Training is continued self-development is the key to leadership within any organization. According to co-authors O’Connell and Kohn, skills such as self-awareness, practicing empathy, and learning to properly criticize are just some of the people skills that an effective manager needs in order to become effective. “Putting people first” will help make an ordinary company move into the “cutting edge” category.
“This core principle that we champion that management is a relationship-building role...” according to authors O’Connell and Kohn. Putting people first adds value to the company so that customers and stakeholders alike will notice the transformation on improved customer service, increased productivity and a happier work environment.
This book was obtained via Interlibrary loan from the local library.