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Situational Leadership® provides a model that can significantly impact the effectiveness of your people, and therefore your organisation. You may just be looking for leadership training for some of your key people. If so, we can certainly help you with that. But there is another level you may be interested in, and at that level your organisational culture is impacted by Situational Leadership® and the benefits it brings in relation to performance management, employee engagement and discretionary effort.
Why is employee engagement important?
There have been a number of studies in recent times that show these issues are well worth paying attention to. For example, The Gallup Organization in Australia has found that; 20% of employees are actively disengaged at work at an estimated cost to the economy $31.5 billion per year. These are employees who are likely to be less productive, less profitable, disruptive, who may provide poor customer service and are unlikely to exhibit loyalty. They do the barest minimum they can without getting fired. 62% are “not engaged". Just 18% are actively engaged at work.
The survey showed that the leading cause of disengagement was poor managers and leaders. This was backed up by CARE Consulting who found through their research that the main reasons employees gave for being disengaged included lack of recognition, support and feedback. Having a manager who is comfortable in career development conversations was identified by another expert as being vital.
Source Article: How to Keep Employees Engaged, by Deborah Tarrant, Management Today, 09/05
How does this relate to Situational Leadership®?
Situational Leadership® strikes at the heart of these issues. When applied properly it increases the quantity and quality of conversations people have about performance. It gives leaders a method to diagnose the performance needs of others and respond to those needs. Employees benefit from role and goal clarity, opportunities for growth and development, and a framework to make difficult, often uncomfortable conversations about performance non-threatening and productive.
To obtain the maximum benefit for your people and your organisation, we recommend a tailored approach on an organisational wide basis. For example, senior executives may attend a half day executive briefing. Managers would have a more intensive program, while potential leaders could start on a path of learning so that as they climb higher in the organisation, they are already applying the principles of Situational Leadership®.
An approach like this would be tailored to the needs of your organisation. Case studies specific to your company or industry can be developed and included, and we can align the programs with organisational goals to help reinforce the focus you want to achieve.
Where can I get more information?
If you would like more information about how Situational Leadership® can positively impact on your organisational culture, increase employee engagement and encourage discretionary effort from your team, please call ACLS on 1300 736 646 or 07 5553 6060, or click here to contact us.