We’re at a time of dramatic change across all areas in our lives. For leaders who cling to the old ways of doing things, it makes today’s environment very difficult to navigate.
Remote and hybrid work arrangements, along with shifting priorities of employees, are challenging traditional leadership models. And companies that don’t adapt will suffer.
In many organizations staff retention has become the number one concern.
In my latest book, Influence in Talent Development, I show you how leaders can elevate your influence in a way that inspires intra-team connection, engagement, and staff retention.
When an organization manages to do this effectively, employees are more likely to stick around. But in an era when many people aren’t in the office some days of the week – or maybe not at all – what can you do as a leader to make this happen?
Here are three actions you can take starting today that will elevate your influence and begin to produce immediate returns.
- Start with WHY
Everything’s changing and you’re just trying to keep all the balls in the air. You get caught up in the day-to-day grind. It’s one thing after another. Over-work, stress, and overwhelm rob you of the passion you once enjoyed. You’re disconnected from why you wanted to be a leader in the first place. Stay on this path, and you’ll burn out fast.
Prefer a different path? Take your first step… rediscover your WHY. Think back to when you were most excited to get up and go to work in the morning. Why was that important for you? How did that time in your life make you feel? “Every one of us has a WHY, a deep-seated purpose, cause or belief that is the source of our passion and inspiration,” describes Simon Sinek in his book, “Find Your WHY”.
You can have greater influence when you start with WHY. It’s time to rediscover yours. And, you can do the same as a team. (Contact me to find out how.)
Make a concerted effort to connect with, show value for, and engage your team in genuine, meaningful ways. That begins at an individual level. In addition to regularly scheduled check-ins with team members on their work, check-in to see how things are going with them personally and how you can support their success. Do more listening than talking.
Even a genuine, “Hello! How are you doing today?”, shows employees that you see them and care about them as a human being first. A student in my MBA leadership course shared with me that he has made a point of stopping for a moment to speak and connect with employees at the start of a shift. People were a little surprised at first. But even these brief conversations have begun to change working relationships and uplift morale.
- Build Trust
Set the conditions so that employees have positive experiences with you that build the trust required for deeper, constructive influence. Trust is earned. The potential to earn trust is heavily influenced by your character, values, and motives. Ask yourself:
- Stand true to my word?
- Practice transparency when I can?
- Take responsibility for my own mistakes?
- Show a genuine interest in each person on my team?
- Operate with the best interest of others at the forefront?
Where might you do things a little differently?
Better Outcomes Start Today
Employees have choices and are voting with their feet. You have influence. And leaders who work to elevate their influence can point the way to higher staff retention, engagement, and more profitable outcomes for all, starting today.
If you’re ready to elevate your leadership influence, direct message me. I’m here to help.