Kachōwa | Coaching & Conseil en transformation RH’s Post

In #HR, feedback is everything. If we don't ask employees how they are feeling, what we can do to improve their experience, and how we are performing as managers, we will not be able to improve outcomes as effectively. However, feedback does not just come out of nowhere. The #WorkplaceCulture must encourage communication and the free sharing of ideas. Human and business successes rely on it. #TransformationalLeadership

Leaders - what percentage of your employees TRUST your leadership? According to Gallup, this metric is sobering, only about 23%. How to increase this metric, and thereby increase engagement and outcomes? Over 1,700 CEOs give credit to Positive Intelligence for creating trust and peak performance in their organizations. It's worth checking out.

𝐀𝐩𝐩𝐫𝐨𝐱𝐢𝐦𝐚𝐭𝐞𝐥𝐲 𝐨𝐧𝐥𝐲 1 𝐨𝐮𝐭 𝐨𝐟 4 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐭𝐫𝐮𝐬𝐭𝐬 𝐭𝐡𝐞𝐢𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬. There are plenty of reasons why trust is missing in our workplaces. - The leaders do not communicate frequently and effectively enough - The leaders are unable to be assertive and influence others - There is blatant favoritism and bias at play - The leader does not show trust first in their team members These are just some reasons workplace dynamics suffer. Most, however, have a common cause: a lack of effective #leadershipdevelopment practices. Without the right training in core leadership competencies, leaders are set up for failure, which can impact the whole organization. #workplacetrust #employeeengagement

By examining employee perceptions of leadership, organizations can discover opportunities to implement leadership best practices that can positively affect their organizational outcomes. As of May 2024, Gallup finds only 23% of employees strongly agreed they trust the leadership of their organization. When leaders and managers are trusted and inspirational, employees find meaning in their work, feel like part of your culture and perform better. Employees who strongly agree they trust the leadership of their organization are 4.0 times as likely to be engaged and 58% less likely to be watching for or actively seeking a new job. Learn more about the current state of leadership and management perceptions here: https://lnkd.in/gaiRM6WJ

These valuable insights are crucial for both those in leadership positions and those aspiring to lead.

Companies that hire right and train well, perform better, attract and retain the best talent. Communication and consistency are the only true ways to build trust. True leadership is built on trust.

These numbers underscore a crucial truth: trust isn't just a "nice-to-have" – it's a fundamental driver of engagement, retention, and overall organizational health. Building a culture of trust presents a unique challenge for many leaders. Often, the leadership styles we experienced earlier in our careers don't align with today's best practices for fostering trust and psychological safety. As leaders, we're tasked with breaking this cycle and implementing positive change, all while managing our day-to-day responsibilities, developing our teams, and driving business results. This is precisely why external coaching has become indispensable in modern leadership development. An outside perspective can help us identify blind spots, challenge ingrained habits, and provide strategies for implementing trust-building practices effectively. Remember, trust is the bedrock upon which engagement, innovation, and high performance are built. As leaders, it's our responsibility to cultivate it deliberately and consistently.

Leadership determines employee effort more than any other factor. Effective leadership creates an environment where employees feel motivated and valued. Good leadership elevates employee effort. Poor leadership demotivates employee effort. Employee effort is an indicator of leadership quality. My challenge to leaders: •Take personal ownership of your impact on employee effort. •If employee effort is low, evaluate your personal leadership. •If employee effort is low, evaluate and develop the leaders across your organization. Let me know if I can support your personal leadership growth or the growth of your leaders.

Check out my thoughts (and others!) on what makes a successful leader - via beni.fit

DDI’s Global Leadership Forecast 2023* exploring best talent and leadership practices shows that ⚡more than a half of midle managers and 59% of frontline managers do not find meaning and purpose on job⚡. Consider what portion of employees may lack purpose when most of their managers don't have it either.  At the same time, when leaders feel a strong sense of purpose, they are: - 9X more likely to feel engaged in their role. - 2.4X more likely to intend to stay at the company for the next year. 💎 Creating team vision is one of the sure ways to provide meaning and purpose. *Forecast surveyed 1,827 human resource professionals and 13,695 leaders from 1,556 organizations around the world (more than 50 countries and 24 major industry sectors) More interesting findings here: https://lnkd.in/d2YVfHy2