by Charlie Martin, founder, engagementtoolbox.com
Employers Group Blog Connection
By: Charlie Martin, Founder, engagementtoolbox.com
Looking to the latter half of 2011, there is one workplace trend that many employers are looking toward implementing – a comprehensive workplace learning strategy.
An international manufacturer of industrial trucks and engines recognized that their managers were being promoted for technical proficiency, but lacked overall leadership and development skills. This was creating turmoil and conflict as employees were feeling a lack of direction, motivation, and communication from their supervisors. Additionally, the company felt that their managers were unable to think about the “big picture”, and were more wrapped up in the day-to-day details of the operation. Again, this was negatively impacting employees via performance evaluations, lack of mentoring, and general guidance issues.
Employers Group facilitators and consultants were able to create a custom Leadership Development Academy for managers and supervisors. To assess the effectiveness of the academy, we immediately met with the Executive team to identify desired outcomes, milestones, and performance measurements for the program. Using personality indicator tests, EG facilitators were able to determine the skill level of program attendees and further custom-tailor program content for our member.
Within weeks, the Executive team saw results. Managers were able to communicate their role and goals more effectively, established a better rapport with their subordinates, and began thinking of new initiatives to help grow the company. In essence, this member has undertaken a succession planning approach, starting with middle-management who they hope will advance through the organization based on their new proficiency – in leadership and development.
Developing your staff will help with retaining employees as well as attracting new members to your team.
To learn more about Employers Group's Leadership & Development programs, contact us at email@example.com .
In HR, we are often the one’s sent to put out fires. We have to be able to effectively, efficiently and legally solve conflicts and make sure our employees have the skills, tools, and environment they need to do their job.
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