The HR Problems 8 out of 10 Businesses are up against

The HR Problems 8 out of 10 Businesses are up against

A survey held by the Association for Talent Development that looked to discover what executives thought were their biggest HR concerns in terms of the skills their future talent will need to help them survive in the business world. 83% (or 8 out of 10) are facing a skills gap at present, and 78% foresee it occurring in the future. So, what are the skills that are in high demand now, and in the coming years as well?

Leadership

50% of the survey respondents expressed that they knew their organisations didn’t have adequate leadership strength to call off the bench, while 47% mentioned they were expecting, in the future, a gap in executive and leadership skills.

The fact is that companies still aren’t giving their employees adequate preparation for advancement into executive and other senior positions of leadership. It’s time to start investing in training and empowering staff so that they flourish in senior leadership roles, and that the company is in safe hands as each leader is succeeded.

Critical thinking

Critical thinking is the process of analysing an issue without emotion, looking at all the different perspectives and angles to get to a conclusion that is logical and sound. Critical thinking doesn’t happen automatically – after all, humans are emotional by nature – which is why it’s an extremely desirable and valuable skill that employers are looking for in their staff, whether current or prospective hires.

When team members have well-honed critical thinking skills, there’ll be a noticeable improvement in productivity, teamwork and employee relationships. It’s difficult to consciously disregard your irrational feelings, biases and self-interest, but you’ll be making yourself irresistible to employers.

Communication

Effective verbal and nonverbal communication is critical in any employee and organisation’s success. Positive communication helps with forging beneficial relationships with peers, leaders, clients and customers; encourages and improves teamwork, and ensures clarity with any ideas, suggestions and feedback.

Not a day goes by where we don’t communicate in some form or another, so building and improving on communication skills is essential in the business world.

It’s important to identify and close skill gaps as they are found, but things won’t really improve unless all key personnel, especially those in HR and senior management, are committed to the process. Don’t become part of the statistics; solving this HR problem is easier than you may think.

If your company needs help identifying and filling skill gaps in your organisation, contact us at LeadershipHQ today for a consultation and see how we can help.

 

About LeadershipHQ

LeadershipHQ have helped 1000’s of small to medium sized organisations (sometimes corporates), teams and leaders. LeadershipHQ partner with businesses and leaders in building & delivering high impact

Leadership, People, Cultural and Business Strategies and Programs that ultimately improve the bottom line. We work with leaders and organisations across the globe transforming their leadership, culture and organisations with our cutting edge and results-driven strategies, assessments and diagnostics, leadership events, coaching and programs. 

We know Great Leadership means Great Results. We have a team of brilliant people across the Globe who work with organisations and clients to deliver great results and leadership. We are the innovators and thought leaders in Leadership and Strategy through our consulting, events, internal and external programs and online resources. 

Our specialities include Cultural Transformation | Business Strategy | Leadership Development | Facilitation | HR Consulting | Executive Coaching | Keynote Speaking | Online Programs | Licensing Programs | Online Resources | Emerging Leaders | Women in Leadership | Leadership Coaching Program | Masterclasses – Half and Full Day Leadership Workshops | Events | Mentoring Programs

LeadershipHQ is the headquarters of Great Leadership. We have our online resource centre and programs, leadership magazine and we have been named in the TOP 50 & 100 Leadership Blogs across the Globe for CEO’s, Entrepreneurs and Executives. 

Our clients include Thiess, Super Retail Group, Coles, Kane Constructions, McConaghy Properties, ARTC, Aurizon, Qantas, Virgin, Origin, Downer, Genie, CQU, Griffith University, Lend Lease, Vic Racing and SEQ Water.

Phone 1300 719 665  www.leadershiphq.com.au www.soniamcdonald.com.au

Can You Afford the High Cost of Poor Leadership?

Can You Afford the High Cost of Poor Leadership?

Many of us have seen poor leadership in action – those bosses that drive away your colleagues and new hires in droves, possibly even forcing you to quit as well. You’re left wondering why the management hasn’t changed, even in the face of such poor employee retention. When leadership in a company is poor, millions of dollars are lost each year due to the way it affects customer satisfaction, staff retention and productivity. When only 30% of your employees are actively trying to do a good job, there’s a problem. We’ve gathered some statistics to show you just how much poor leadership really costs.

  • Between 9-32% of staff, turnover could be avoided with better leadership
  • Poor leadership can cost the typical company up to 7% of their total annual revenue
  • Improved leadership can eliminate the 5-10% drag in productivity that many organisations are operating with
  • 25% of staff quit because they don’t feel empowered by their leader
  • In a company of 250 that has 25% of its staff leave each year, with an average turnover cost of $5500 per staff member, this equals an annual turnover cost of $343,750!
  • These figures are the dollars lost in staff turnover due to poor leadership: Entry level – 30-50% of salary. Mid-level – 150% of salary. High level – 400% of salary

When poor leadership is ignored, every aspect of a company suffers. You’re not getting the best from your employees, many of whom are actively trying to ‘get back’ at their leaders through reduced performance. Customers sense (or can plainly see) staff unhappiness, leading to poor customer retention; it’s not just employee retention that suffers.

The culture of an organisation and business is so important, and ineffective leadership causes damage that cannot be repaired until the root problem is addressed. So how do we start improving the leadership within an organisation, and decreasing its high costs?

Contact the team at LeadershipHQ for a FREE Leadership Analysis at [email protected]

Start investing in your leaders, and in turn, your employees, by providing opportunities for improvement in their leadership skills. Whether you decide to do this internally with your HR department or outsource to an external company, you’ll soon see the benefits – and so will your bottom line.

Culture changes don’t happen overnight, but it’s worth reassessing your goals, vision and mission to make sure they align with the new culture you’re wanting to introduce and grow – one where employees are led by the best, where they feel valued and appreciated, and want to put in their best efforts for the company. Investing in your leaders means your staff will start becoming more invested in their work, and in the company as a whole.

Companies can’t afford to pay the high prices of bad leadership, so it’s time to be proactive and start facing the problem head-on – can you and your staff continue to pay the price, both monetary and emotionally? Don’t drive away your best employees (and customers) with bad leadership.

About LeadershipHQ

LeadershipHQ have helped 1000’s of small to medium sized organisations (sometimes corporates), teams and leaders. LeadershipHQ partner with businesses and leaders in building & delivering high impact

Leadership, People, Cultural and Business Strategies and Programs that ultimately improve the bottom line. We work with leaders and organisations across the globe transforming their leadership, culture and organisations with our cutting edge and results-driven strategies, assessments and diagnostics, leadership events, coaching and programs. 

We know Great Leadership means Great Results. We have a team of brilliant people across the Globe who work with organisations and clients to deliver great results and leadership. We are the innovators and thought leaders in Leadership and Strategy through our consulting, events, internal and external programs and online resources. 

Our specialities include Cultural Transformation | Business Strategy | Leadership Development | Facilitation | HR Consulting | Executive Coaching | Keynote Speaking | Online Programs | Licensing Programs | Online Resources | Emerging Leaders | Women in Leadership | Leadership Coaching Program | Masterclasses – Half and Full Day Leadership Workshops | Events | Mentoring Programs

LeadershipHQ is the headquarters of Great Leadership. We have our online resource centre and programs, leadership magazine and we have been named in the TOP 50 & 100 Leadership Blogs across the Globe for CEO’s, Entrepreneurs and Executives. 

Our clients include Thiess, Super Retail Group, Coles, Kane Constructions, McConaghy Properties, ARTC, Aurizon, Qantas, Virgin, Origin, Downer, Genie, CQU, Griffith University, Lend Lease, Vic Racing and SEQ Water.

Phone 1300 719 665  www.leadershiphq.com.au www.soniamcdonald.com.au

Does Your Team Need Some Resilience?

Does Your Team Need Some Resilience?

In the past few years, we have been delivering more and more Team Alignment and Leadership Workshops. I am hearing the same stories and experiences across all these teams – the need to align, collaborate, lead, innovate and keep moving forward in being a stronger and resilient team. As technology and the world advance, workplaces find themselves up against an almost constant stream of challenges, whether in the form of workplace bullying, the restructuring of organisations, micro-managing, ridiculously large workloads and having no support from leaders or the rest of the team. Workplaces also liaise and work more with companies in other countries, which means different time zones have put an end to the ‘traditional’ working hours of 9-5 (or similar), leaving less downtime. Technological advancements can also be overwhelming, trying to keep up with the expertise and skills needed to take advantage of it. So what is the answer to dealing with these issues, and just how do they affect your company’s bottom line?

When your team is feeling overwhelmed, stressed or upset when facing the challenges of the modern workplace, you’ll see a decline in productivity and employee morale, and a sharp increase in staff turnover. You might think some people just handle stress better than others, but there are things you can do to help your staff improve their handling of these challenges – to help build their resilience.

Resilience is, essentially, the handling of stressors and problems without folding under the pressure. You’ll find some people do their best work when faced with being stressed, but you can still teach others in the workplace how to build up their resilience, to produce better results and better handle all that their work throws at them.

Here are some tips to help your team manage (and/or build) their resilience:

Improve social interactions at work

When employees have a reliable social network in a workplace that promotes open communication, you’ll see them thrive in no time. When they love coming to work, they’ll be more productive too. Being sympathetic as a leader, providing opportunities for teamwork and holding social events for the workplace will help boost your team’s relationships.

Promote a happy and healthy environment

Along with helping your team build beneficial relationships at work, there are many other ways you can improve your workplace’s psychological environment:

  • Be an approachable and open leader
  • Don’t regularly restructure or change the roles, procedures, and expectations of the environment, in turn providing a feeling of job security
  • Watch that workloads don’t get excessive, and provide variety in tasks to keep your team interested
  • Have other leaders or managers trained to be more aware of the team’s wellbeing
  • Show that you trust your team by letting them have a degree of autonomy
  • Be flexible with how your team can work; offer differing hours or to work from home if needed
  • Be sure to recognise and reward great work
  • Invest in training your staff in new skills
  • Be fair

People who feel valued, trusted and supported by their leaders will be empowered to handle the challenges that come their way without crumbling, improving their resilience.

Take challenges as an opportunity for teaching

When you treat problems or failures as learning opportunities, you’ll be demonstrating resilience to your team, and showing them ways to look at challenges in a different light, helping them build their own resilience as well. Be sure to explain how not everything will work, but that’s okay as it’s still an important part of ultimately succeeding. Workplaces face challenges often, and modeling resilience for your team will be a great influence when a problem arises.

Be grateful

At the end of each working day (or week), tell your team what you believe was a success that day (or week), and ask them what they believe went well too. Focusing on the positives is a great exercise to help your team realise that there’s always something to be grateful for, which is essential when building resilience.

These tips will help you empower your team and manage their resilience in the workplace, leading to less staff turnover, and an increase in morale and productivity. Take the time to work on your own resilience as well, so that you can effectively model it for your team. Don’t forget that your team looks to you as an example; how you handle workplace challenges directly influences your staff and provides them with ideas on how to react.

Reach out to LeadershipHQ about our Team Alignment and Development Workshops and Programs at https://leadershiphq.com.au/

Author – Sonia McDonald

Sonia McDonald is one of Globe’s leading leadership executive coaches and keynote speakers, as well as an advisor, thought leader, and author. She’s also CEO and founder of LeadershipHQ and has been named as one of the Top 100 Australian Entrepreneurs and Top 250 Influential Women in the world. LeadershipHQ is leading the way in leadership and partner with Organisations and Businesses such as Qantas, Thiess, Super Retail Group, Brickworks, Kane Constructions, Bartons, EY, Maurice Blackburn, Grant Thorton, and Minter Ellison. LeadershipHQ partner with businesses in building great leadership and people development through their cutting edge and high impact leadership programs, coaching, workshops, resources, and events.

Sonia has worked, coached and spoken in front of people around the world, encouraging them to succeed by reaching their full potential and inspiring leadership greatness. Sonia has written several books on leadership: Leadership Attitude, Just Rock It! and Neuroscience of Leadership, and she writes regularly for publications such as The Australian, HRD Magazine, Smart Healthy Women and Women’s Business Media. She has been published in BBC Capital, The Australian, HRD Magazine, Business Insider and Richtopia. She has spoken at numerous leading conferences, companies, and events across the world with her vision to create authentic, kind and courageous leaders and organisations.

 

 

5 Reasons Why We Need Board Leadership

5 Reasons Why We Need Board Leadership

Board Leadership by Sonia McDonald CEO & Founder LeadershipHQ

The ability to oversee and govern your organisation, define its values, mission, and goals, and also create its culture, comes down to your board’s relative strength. Building a strong board is a difficult task for CEOs, Board Chairs, and allied board members, but it is more important than ever.

Over the past several years, news reports from around the world have been filled with stories of various financial scandals, including product liability lawsuits, insider trading, internal theft and business failures. While the names of the institution’s involved change and the specific details differ on a few points, the one constant thread in all of these situations is a failure of leadership, an absence of integrity in the culture, and a failure on the part of the board of directors to actively provide direction.

  1. Challenges to Effective Board Governance

One reason why we are seeing more boards that are weak and lack strength is that the challenges that our top institutions face are rapidly changing. In addition to traditional governance and oversight areas such as strategic planning, recruiting top talent, and weighing in on potential mergers and acquisitions, organisations now contend with a host of other more complex issues.

These issues are wide-ranging and include dealing with the effects of technological advances that both improve and disrupt the way that we live and work, seeking options for how to succeed despite increased competition from domestic and international rivals, and even how to survive actual battles for control of the direction of the organisation from activist investors.

To meet all of these competing demands, it’s imperative that boards intentionally move from traditional, passive roles and embrace a more dynamic and active approach. The following are four core areas that your board must focus on improving in order to create a stronger and more effective board.

  1. Lead by Example and Start at the Top – The Case for Ambition

If you want a stronger board that is more engaged and directly involved with providing governance and oversight, you must literally start at the top. Boards must appoint Chairs that will push themselves and their fellow board members to take a more active role in investigating the key challenges facing the institution and developing strategies and solutions to these challenges that remain consistent with the organisation’s core values, mission statement and goals.

The Chair sets the tone and the pace for the rest of the board, so ideally boards need Chairs that are ambitious and that will actively seek out new ideas, diverse opinions, multiple options and even contrarian viewpoints in order to find the best direction in which to guide the organisation.

We love this article from Future Directors too around 5 Motivations for Wanting to Become a Board Director?

  1. Cooperation, Partnership, and Collaboration

One of the greatest challenges to effective board leadership is a lack of trust and mutual respect among its members or between the board and the CEO and other management. In order to have a strong board, the board Chair and CEO need to be able to work together in partnership and cooperation, rather than in competition with one another.

Board Chairs need to able to work with their fellow board members, and their CEO and each must facilitate more frequent opportunities for communication and more open communication styles.

Boards must do the hard work of taking an active approach to developing relationships with one another, their Chair, and the CEO, so that they are able to more freely discuss all issues that the institution faces and have frank, direct and sometimes even pointed discussions so that they can make better, more fully informed decisions.

Strong bonds enable boards to be able to get to the heart of the matter without fear of causing offense or otherwise stepping on anyone’s toes. In the end, this more active, direct, and dynamic approach helps boards to develop better strategies for dealing with all of the changes and disruptions that are taking place within their organisation and the marketplace.

This is why we are hosting a Board Leadership Workshop at Rivercity Labs on 25th July at 5.30pm. We need more Future Board Directors and Future Directors is offering a chance to win FREE Scholarship to one of those programs!

Sign up here.

  1. Dive Deep and Encourage Diverse Ideas and Perspectives

Building strong bonds between the Board Chair, the CEO, and the board members, and facilitating more open communication is just one part of strengthening the strategic capacity of a board. While the board Chair and CEO must cooperate and work in partnership with one another, boards and their Chairs must still maintain their independence from the CEO and other management.

As part of their oversight and governance duties, boards and their Chair must actively seek out alternative viewpoints and ensure that they have a full and unobstructed view of all of the issues and details surrounding a specific challenge. Oftentimes this means that boards will need specific training and development in order to be informed and competent in specific areas.

Rather than serving as a rubber stamp for the CEO and management of an organisation, boards and their Chairs must dive deep into issues and challenges and the organisation’s comprehensive strategies. From IT and risk management to digital trends, media, marketing and branding and even the safeguarding of the organisation’s reputation, nearly every performance area of an organisation should come under the oversight of the board.

  1. Make Meetings and Agenda Items Count

Many boards only meet a few times a year, but strong boards make these meetings count by getting actual work accomplished. Board Chairs can strengthen their board and increase its impact and effectiveness by setting an aggressive and ambitious agenda.

Ideally, board meetings should first begin with a short reception that will allow members to mingle, connect and bond with one another before getting down to business. This sets a collegial tone for the rest of the meeting and helps put everyone in the right frame of mind and be more willing to cooperate and work with one another.

Next, the key challenges facing the organisation should become the focal point for the rest of the meeting agenda and should include potential options for strategy and other action items. To keep the board’s morale and momentum moving forward, Chairs should allow strategic thinking and planning to take up the lion’s share of the agenda, and save old business and follow up reports for the end.

As boards become more actively engaged in the governance and oversight of the organisation, they should periodically review their performance, as well as that of their Chair and their CEO, to see how well they are doing at transforming their board and the organisation as a whole.

Setting ambitious goals for organisational change and comparing the results against industry metrics can help boards to evaluate their performance in a more unbiased manner and help them to be able to identify and focus on new areas for improvement.

How active and strong is your organisation’s board and how effective is your board at managing change? Do you know in what areas your board excels and can you identify what areas your board should focus on to improve its effectiveness?

Get in touch today to learn more about how our executive board coaching and advisory or our board leadership programs can help you to develop the leadership skills that you need to help you strengthen your board and increase its effectiveness.

Emotional Health for Success

Emotional Health for Success

Getting our team the resources that they need to meet their goals and objectives and perform at a high level is a key focus of many leaders. Looking out for our team members, and their well-being, isn’t just good for them, it’s good for us, and our companies.  However, being a leader isn’t just about high performance and chasing success so that we can receive more recognition or make more money and earn more rewards.

In order to be a great leader, we must have a servant’s heart and help others.  By placing the needs of others above our own, we build incredibly powerful bonds of trust, respect and cooperation. These bonds make everyone open to sharing and collaboration.

Everyone becomes more willing to work together. By working together and helping one another, we achieve more than any of us would by working alone and doing all of the tasks ourselves.

What Does it Mean to Have Your People’s Back?

When most of us think about meeting the needs of our fellow colleagues and peers however, we tend to think mainly about what physical resources they need to achieve their goals.

For example, if we offer someone more training and education and more opportunities to take on challenges, will they grow and develop both personally and professionally and achieve more success for themselves and for the company?

If we allow someone greater flexibility in their scheduling, or perhaps grant a department more payroll dollars, will they actually achieve more and do better work than just leaving things the way that they are now?

Why Happiness and Emotional Health isn’t Even on the Radar for Many Leaders

Few leaders, even really great ones, ever stop to think about the mental and emotional health and well-being of their team members. For most, this is not an issue where leaders don’t care how their team members feel so much as some leaders fear that they might be prying. Other leaders worry that they might offend a team member if they ask how they are doing and if there is something that we can do to make their work and their lives easier for them.

Some falsely believe that there is nothing that can be done to increase happiness and satisfaction in their workplace so they simply leave any concerns unacknowledged.

Probably the most popular myth that holds leaders back from being concerned about happiness on their team is the false belief that happiness in the workplace can be increased simply by offering someone a greater salary or other material reward.

Putting the Team’s Emotional Health and Happiness First is the Key to Leadership Success

The results of several studies reported in an infographic earlier this year at Hubspot clearly indicate that leaders and companies that put their team’s happiness at work reap a number of benefits.  Teams with greater emotional stability and levels of happiness have members with greater engagement, creativity and problem solving abilities.

Teams with happy members also help companies operate more smoothly and efficiently and even increased the bottom line at many Fortune 100 companies by an average of 22% in one year alone! Unhappy teams are also quite costly, as unhappiness can increase indirectly increase company healthcare costs to treat addiction and mental illness in their workforce.

Based on this research, leaders can increase the performance of their teams, and experience more success, by making the effort to increase the happiness and emotional health of their teams!

Steps to Take to Increase the Emotional Health of Your Team

As reported in the same infographic at Hubspot, happiness in the workplace really isn’t an accident. There are a number of steps that leaders can take to lighten the level of stress that their teams experience and increase their happiness and productivity.

Break for It! Encourage your team to take breaks about every hour and a half or so, and lead by example and take breaks yourself! Teams that take breaks come back to their work with greater focus and the ability to think more creatively, which will boost their ability to come up with new ideas, improvements and solutions!

Make it Meaningful. Give your team members work that has meaning, so that they feel that their efforts matter and will be more willing to put forth their best efforts.

Help Your Team Define their Personal “Why.” Why do your work?” “Why are you here?” “Who benefits when you do your best?” Knowing why you are at work, and reminding yourself who benefits from your effort,” can increase team’s feelings of responsibility and pride. Encourage your team to figure out their own personal “why,” and also encourage them to remember their “why” throughout their day.

Variety adds Energy.  Doing the same thing, day in, day out, is monotonous and boring, so cross train your team and rotate assignments, as well as shake things up with completely new twists to the work day, to keep your team from becoming bored and burning out.  A popular belief is that having a routine provides a sense of security, when in reality it can feel very dull and stressful. So offer your team a variety of tasks as often as possible.

Boost Esteem and Well-Being with Empowerment. Reduce the stress levels of your team by ditching your micro-managing ways and grant them autonomy to make decisions. Giving your team more control will increase their sense of fulfillment and help them to grow.

Share, Consult, And Create. Show your team just how important, and trusted that they are by sharing your insider knowledge with them.  Open the lines of communication and increase cooperation by allowing them to offer feedback and to help design projects, set benchmarks and measure their own success.

Rather than leading through direction, lead through partnership and collaboration. When success is achieved, don’t hog the spotlight! Share the credit, recognition and rewards from your mutual creations!

Embrace Transformation

As you place a greater focus on creating an emotionally healthy workplace and increasing the happiness levels of every member of your team, you will see an increase in productivity and efficiency and reap the rewards in the form of greater leadership success!

If you need some further guidance on how to get started transforming your workplace and your team, get in touch today, we’re here to help! From leadership and people strategies to coaching and leadership development, we can help you get the tools that you need to increase the success of you and your team and take your leadership to the next level!

Welcome to LeadershipHQ

Welcome to LeadershipHQ

Happy New Year! I have to say I am so excited about 2011. Don’t ask me why…maybe because I know this year is destined for great things for you, Leadership and me in the 21st Century.

Firstly, thank you for taking your precious time out to read my first blog post! I have been thinking for some time to start a blog and a few months back a wise astrologer told me that he saw on my chart that I was a great writer and I should start a blog, and wanted to know what was stopping me. What the?

What does stop us?  Fear, time, commitment? All of which I put my hand up to as useless excuses! Well he did say it was on my chart. Now who am I to detour from my chart and not go ahead with it? I am a tenacious Cancerian by the way and once I get my head and heart around something, there is no stopping me!

Why LeadershipHQ you might be asking (or not)? I did ponder for a while on this one. I felt LeadershipHQ really encompassed what I am crazy and passionate about – Talent Management and Leadership Development and Effectiveness as well as knowledge sharing and best practice. Leadership Headquarters…what do you think? Don’t answer that one as my mind is already made up.

I thought to myself; a one stop blog and knowledge centre for what is the latest, greatest, not so great, my views, your views, and really everything to do with all aspects of Talent Management and Leadership would be a great blog!

And believe me, I research, read, listen, learn and talk about everything in this space…and I also have a life! I am that passionate about it…incredibly! I love to teach and I hope you do take something away from this… (My astrologer also mentioned this – and this is the last time he will be mentioned in case you don’t believe in this stuff). Or maybe you can teach me something?

Whether it is out there by Peter Drucker, Deepak Chopra or John Maxwell, me, you or about inspiring or holistic leadership or latest talent management techniques, I am going to write about it all and share with you…now I am getting excited!

In turn, you might take away something to think about, pass on, discuss, implement, drive, deliver, make a difference, or create something, or simply build on your skills and abilities to develop your role and take your career to a different level and become a truly great leader. Maybe you will discover some new things about yourself and the people around you …

I am looking forward to sharing the LeadershipHQ journey with you and thank you for reading.

Sonia

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