IS TRAINING WORTH IT?
You need leadership training and your organization needs leadership training as well. I say that because I want to save your organization money, and I know how to do it – and I’m not sure you do. It would be my honor to have you prove me wrong, and you can do it by answering these four questions without having to look anything up.
1. What is your turnover rate and how does it compare to your industry average?
2. How does your productivity today compare to last year’s productivity?
3. What is your Mission Statement?
4. What is your number one weapon in your push to establish a culture of excellence?
If you were able to answer all four questions off the top of your head, read no further, you are probably on top of the things that require a leader’s attention. If you struggled at all with any of those questions, please keep reading as to why those four questions are so important.
People don’t leave their job, they leave their boss. Heard that one before? A Gallup poll with over a million employed U.S. workers showed that 75% of employees who voluntarily left their jobs, did so because of their immediate supervisor and not because of the position itself.
Bad bosses show up in stunning numbers in organizations and more often than not it’s because they were too focused on chasing the paper required to fulfill the position, than on the specifics of the position that are required for growth. Leadership training must have strong components of relationship and team building as their foundation and not be managerial task oriented or they will fail as a weapon in improving an organizations bottom line.
Type in what percentage of employees in today’s workforce feel engaged into any computer and you will be astounded that the answer comes back at 32%. It is estimated that lack of productivity costs between $450 and $550 billion a year. That is a tremendous amount of money to lose because workers do not feel important or feel disengaged from the vision of an organization. Yet how many in leadership are actively engaged, on a daily basis, to make sure that the employees are working up to their potential?
Interestingly, a disengaged boss has almost the exact same bad influence as a boss considered to be a micromanager. Either way, if you’re not training your leaders to address productivity (and at 68% disengagement, you’re not), how much of that $550 billion are you losing for your company?
How many people can state your mission statement? If your answer isn’t all of them, change it. Your mission statement comes into play every single day when you hire, discipline, fire and promote. If it doesn’t state clearly who you are and what you are trying to accomplish, it is losing you money. There is no room for either ambiguity or average in any mission statement. People will not follow average because nothing about it stands out and anybody can do it. People will follow a cause and they will work exponentially harder in pursuit of that cause if it is important to them. Write a mission statement that reflects that.
Your greatest weapon in establishing a culture of excellence is accountability. Nobody likes to be in a position to tell someone that they are not making the grade, but if you are engaged in building a culture that pushes boundaries or at the very least, wants to be above average, that is part of the boss’s job. But when the number one strategy of most bosses is avoidance, there is a problem and it affects your bottom line at the same rate as the answer to question two.
Lack of accountability is the number one problem in the workforce today. The second place problem is not even close. Accountability is a much needed tool for growth and does more to enhance your bottom line than most other leadership skills. It just has to be applied correctly.
Is leadership training worth it? Unequivocally, the answer is YES! Your bottom line demands it and your employees are hungry for it. Just make sure you hire the kind of trainers that can help you answer these four questions.