Michael Goldman, CDP, CLU, CLF’s Post

I cite this statistic ALL THE TIME. Managers don’t just affect the culture in a workplace, they create it. It’s why manager skills are so important for building great organizations, and it’s why we can’t just assume that promoting top performers will create great leaders.

In Jim Collins' seminal work "Good to Great," he emphasizes the critical role of leadership in transforming businesses. The first step in these transformations is ensuring the right people are on the bus and the wrong people are off. Continuing Collins' bus analogy, the destination becomes secondary to who is aboard for the journey. When the right people are in the right places, many management and motivation issues disappear. This insight is echoed by Gallup's findings, highlighting that 70% of the variance in team engagement is determined solely by the manager. The correlation between effective management and employee engagement is clear. Managers equipped with the right tools and strategies significantly enhance their team's engagement and outperform their peers. As we look towards building successful teams, it's essential to focus on the quality of our managers. Investing in their development and ensuring they are the right fit for their roles will drive substantial improvements in engagement and overall business performance. #EmployeeExperience #GoodtoGreat #Management #LeadershipDevelopment

Success should never be taken for granted, and struggles are not the fault of others. In my nudges to the managers after my Training classes, I always says, "Embrace the responsibility of team engagement and lead with intention to make a positive difference." ~ Happy Wednesday aiming at our Strengths 💪 #Gallup #CliftonStrengths #Strengthsleadership #StrengthsCoaching

Did you know that only 31% of U.S. and Canadian employees are engaged? That means a staggering 69% are either not engaged or actively disengaged. Key Takeaways from the Gallup Report 1. Quiet Quitters: Over half of U.S. and Canadian employees (52%) are quietly quitting. These are individuals who put in minimal effort, disconnected from the organization beyond their paycheck. But there’s hope! You can still re-engage them by listening to their needs and addressing gaps in company culture and growth opportunities. 2. Loud Quitters: Another 17% are loud quitters who are actively disengaged employees who openly express their displeasure. Their actions can harm the organization. 3. Employee Stress: Globally, 44% of employees experience high daily stress. In the U.S. and Canada, it’s even higher at 52%. Interestingly, engagement significantly reduces stress levels. Engaged employees report 30% less stress compared to actively disengaged ones. 4. What Can Your Company Do? a. Listen: Conduct surveys, focus groups, and one-on-ones to understand employee needs. b. Value and Support: Ensure employees feel valued and supported by their managers. c. Growth Opportunities: Align your culture with their values and desired ways of working. #EmployeeEngagement #WorkplaceCulture #LeadershipDevelopment #EmployeeRetention #ManagerEmpowerment #ThrivingWorkplace #FutureOfWork

This section of the Gallup report highlights the critical role managers play in the success or struggle of their people, a whopping 70%. A major contributing factor is the empathy and compassion gap, which is typically a symptom of a lack of knowledge and understanding. It is crucial to educate and empower your leaders with the necessary skills. If upskilling your leadership team is on your agenda, let's chat. Rebecca@rebeccahannan.com

Just three in 10 managers globally are engaged -- feel involved and enthusiastic -- in their jobs. So, the chances of them engaging and improving the wellbeing of those they lead are low. If a company wants to increase workforce engagement, it should prioritize making managers’ jobs as streamlined, engaging and fulfilling as possible. Organizations must identify and promote the best methods for selecting and developing managers with the talents and skills to effectively coach in the new and changing workplace. It is also important to reformulate the primary responsibilities of managing, shifting from administrative work to coaching. Learn how to create an engaged workforce by empowering your managers: https://lnkd.in/g8jD6Auj

Highly engaged teams produce higher quality and quantity of output, have more positive daily emotions, fewer negative daily experiences, and have much higher rates of thriving in their overall lives. #BeACoach #GetACoach #EveryoneNeedsACoach #OngoingConversations #StartWithCliftonStrengths #BuildACulture

➡ At Virtu Sync Management, we recognize the profound impact that engaged managers have on their teams and the overall health of an organization. The recent Gallup stats revealing that only 3 in 10 managers globally feel engaged in their jobs highlight a critical area for improvement. This engagement gap can significantly hinder the ability of managers to uplift and enhance the well-being of their teams. ⬅ To truly elevate workforce engagement, organizations must prioritize making managerial roles more streamlined, engaging, and fulfilling. This means rethinking the core responsibilities of managers and shifting their focus from administrative tasks to becoming effective coaches and leaders. At Virtu Sync, we specialize in developing leaders who are not just managers but are dynamic coaches who inspire and drive their teams to excellence. Our tailored coaching and advisory services are designed to harness each manager's unique talents and strengths, ensuring they are well-equipped to navigate the evolving workplace. We believe in a holistic approach that includes identifying the best methods for selecting and developing managers and fostering an environment where they can thrive and lead with purpose. Doing so, we help organizations cultivate robust leadership skills and a thriving workplace culture that benefits everyone. Let’s transform management roles together and create a more engaged and productive workforce. #VirtuSyncManagement#LeadershipDevelopment #ManagerEngagement #WorkplaceWellbeing #VirtuSyncManagement #CoachingExcellence #OrganizationalHealth

What is your organization doing to support the well being of your managers? It takes courage to be a leader today. I agree with Gallup when they say "If a company wants to increase workforce engagement, it should prioritize making managers' jobs as streamlined, engaging and fulfilling as possible." I would love to have a conversation about what you are already doing and how I might support. #leadership #engagingmanagers #wellbeing

Take it from Gallup. Your #retail store managers are the key to your success, the too many are 'drowning' without the support and training they need. It's a more challenging job than ever before. That's why we developed the Certification of Excellence for Store Managers. https://lnkd.in/ggnPrudu It gives them the tools, skills and confidence they need to succeed. It's time to do the right thing and give them the training they need and deserve.