A record-high 4.4 million people, or 3% of workers, quit their job in September 2021. “The Great Resignation” is real, and it can be seen across virtually all industries. And there’s reason to believe quitting will continue well into 2022.
In this webinar, we explore some reasons people are quitting in record numbers. We then discuss some actions leaders can take to impact this situation.
A research report by Deloitte highlights the benefits of developing the coaching capabilities of leaders. The report states, “Organizations in which leaders ‘very frequently’ coach had 21% higher business results. Further, organizations with ‘excellent’ cultural support for coaching had 13% stronger business results and 39% stronger employee results.”
It is what most leaders dread. You have an associate who is not performing well. You may know that losing this job will cause your associate some hardship. You may even like your associate. However, in fairness to the rest of the team and your company, you cannot keep this person on unless things change.
Every leader has their own personality and leadership style. Whether you are a methodical, hands-off leader, or a high-energy, hands-on leader, your team expects you to guide them towards the organization’s goals every day. To do this, you need them to trust and follow you—and this is more likely to happen when you keep your cool.
Emotional intelligence is not the opposite of intelligence or is it the triumph of heart over the head – – it is the unique intersection of both. Since the 1960s, emotional intelligence has been recognized as a critical component
After more than a year of remote work brought on by the COVID-19 pandemic, many employers are starting to reopen their offices, and people have mixed feelings. Some relish the idea of collaborating with colleagues in person
Feedback is a means of improvement. It helps individuals shape their actions to better meet the needs of an organization and leader. Feedback is just one of the required tasks of a leader and is meant to encourage their team to meet goals
A major function of leaders is to support the motivation of other individuals and groups. While there is a debate about whether anyone can motivate another person, there are approaches to engaging the motivation of people
Considering our dramatically changing circumstances, stress is a growing problem. Consistently high levels of stress are linked to increased accidents, absenteeism, turnover, lower quality of work, and ultimately revenue loss.
Culture is the heartbeat of any organization. And while it used to be that companies could get by without that heartbeat, more and more are failing, and for good reason, because culture matters more today than ever before.
Conflict is inevitable and can lead to either positive or negative results depending on how it is handled. To overcome reluctance to address conflict, we all need to recognize the tremendous value of managing conflict effectively.
Congratulations, you’ve been promoted! As exciting as this time may be, many first-time leaders fail to consider that they are now directly responsible for people who may have been at their same level.
One common strategy is to address the toxic employee’s attitude. While a toxic employee’s attitude certainly affects his/her behavior, we usually find that trying to change any employee’s attitude is next to impossible.
If you haven’t noticed, employee engagement is getting a lot of attention. We have all probably read the often cited statistic that only 33% of U.S. employees are engaged at work. However, employee engagement is much more than the annual survey and resulting statistics.
As we start 2021, many of us talk about engaging or re-engaging our motivation. Often times, these discussions turn to the relative values of extrinsic rewards vs intrinsic motivation. It often seems like a conversation about good and evil.
As we have all discovered in 2020, we are almost guaranteed to face a variety of circumstances, changing environments, and new roles that require us to adapt. Engaging our personal development helps us to handle the pressures
2020 has challenged everyone. There is no guide on how to handle this situation. The future is going to be another challenge as well. However, as a leader, you have the chance to step up and prepare your team for 2021.
Learning how to have difficult conversations is one of the most important skills we can learn. Yet, these conversations can be challenging to navigate. Addressing hard issues takes know-how and understanding.
“Why are these people being so difficult?” “These people are so irresponsible!” “I don’t ever want to work with this person again!” We’ve all had to deal with them. Perhaps you still are dealing with them.
For the first time in history, there are five distinct generations in the workforce: Traditionalists, Baby Boomers, Gen Xers, Millennials, and now, Gen Z. They all have their perspectives, styles, and expectations.
As we have already seen, Covid-19 is fundamentally altering what work is performed and how we perform it. With this in mind, now is the time to think about improving your selection process. That begins with the interview.
What’s more important in determining life success—book smarts or street smarts? This question gets at the heart of an important debate contrasting the relative importance of cognitive intelligence (IQ) and emotional intelligence (EQ).
Many of us find ourselves in the occasional motivational slump. Sometimes it’s like a cycle where we are really motivated for some time and then we lose our motivation and have to build it back up again.
Imagine that you’re interviewing a new applicant for a job, and she seems like a superstar. She says all the right things, and her resume is perfect for the job —your gut tells you to hire her immediately.
When presented with a particularly thorny challenge at work, “think outside the box” is a common piece of advice. But figuring out how to do that can be nearly as tough as figuring out the answer you’re seeking in the first place.
Interpersonal style can be defined as how we interact with other people.
Our personalities, the environment we live and work in, and the styles of those we interact with may impact our social behavior.
To be successful, people must embody a wide range of characteristics: emotional stamina, self- discipline, a willingness to learn, etc. However, there is perhaps nothing quite as useful as resourcefulness
Leaders who do not actively pursue development opportunities minimize their growth and unintentionally limit their potential. Your ability to lead others is only as good as your ability to be the leader of you.
Anyone working in the uncertainty of COVID 19 and all the associated changes knows that higher levels of stress are inevitably part of the job. From banning social gatherings over 10 people, the stock market plunging