OVERVIEW
According to Gallup regarding the American workforce of more
than 100 million full-time employees, 1/3 of employees are engaged, 16% are
actively disengaged — so miserable as to destroy what the engaged employees
build. The remaining 51% of employees are just there. Also according to Gallup,
an actively disengaged employee, someone who is unhappy and unproductive at
work, costs their organization $3,400 for every $10,000 of salary, or 34
percent in lost productivity.
What is an employer to do? Enter leadership skills. Leadership
is the ability to get people excited enough to engage in and pursue a course of
action. Leaders are sorely needed in organizations today. According to the
Edelman Trust Barometer(ETB) almost 1 in 3 employees don’t trust their
employers, and the lower down the job ranks you travel, the number grows. Trust
is in a crisis level of decline and the 2018 ETB showed nowhere were those
declines steeper than in the US. This data means that the people who
are actually doing the jobs that make your company run, generally do not trust
their company and are desperately seeking leadership. Since trust is the
key to any relationship and is at a minimum 70% responsible for employee
engagement, there is a lot of work to be done.
WHY SHOULD YOU ATTEND
People are desperately searching for a different kind of
workplace, and the huge demographic of Millennials, are demanding a different
kind of workplace. A collaborative, coaching, continually learning and flexible
workplace. Such a workforce is dependent on good leadership. So why not start
building such a workplace now. In that effort, leadership will be the most
important component.
However, from where do you get your leaders and how do you
support and develop them?
Additionally while sometimes those with leadership skills are an
obvious standout, more often your best leaders are not so obvious. In fact,
your best leaders may not even be your stereotypical best employees.
Once leadership talent is identified, that is just the start.
Just having talent does not mean new leaders know how to lead. It take other
leaders to teach new leaders.
Additionally, even in the absence of formal titled leaders such
as thosewhose leadership expectations are defined by their job titles,your
organization has other leaders. These leaders are called informal leaders and
management often does noteven know who they are. The influence of these
informal leaders is huge and such influence can go either way, acting for the
forces of good or its opposite. It is critical to be cognizant of those who
while not possessing formal power or leadership titledo wield charism power in
the form of informal leadership power.
AREAS COVERED
- How to identify future leaders.
- How to hire future leaders.
- Enabling new leaders to be successful.
- Creating trust in the workplace – the most important
key to leadership.
- How to use criticism in the spirit of cooperation to
help people improve.
- Identifying and harnessing the power of informal
leaders.
- How leaders can engage employees to whom company
mission does not matter.
- Five unusual leadership traits of which you have never
likely heard.
- Engaging those whose jobs allow minimal latitude in
decision-making.
- Promoting leaders from career paths that are less than
traditional.
- What you can learn from bad leaders.
- Shutting down those informal leaders whom want to cause
harm.
- Charisma power – harnessing this potent form of
leadership in an organization for the forces of good. Removing the effect
of its influence when used for the forces of the negative.
LEARNING OBJECTIVES
Leadership – we instinctively recognise leadership when we see
it in action regardless of what it is called. We also recognize when leadership
is stated as such, but in reality is missing.
Leadership is an attribute that while can be “officially” bestowed by a stroke
of a pen or given as a job title, still if it is missing, leadership cannot be
imposed or executed regardless of the formalities an employer uses.
Yet leadership is the most critical necessity in organizations. Employees and
employers desperately need leaders who will connect the workplace with the
company vision in a way that translates and connects with every job.
WHO WILL BENEFIT
- Managers
- New managers
- Team leaders
- HR
- Trainers
- Business owners
- Branch managers
- Store managers
- Plant managers
For more detail please click on this below link:
https://bit.ly/2LXCIIv
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