Discovering your role as a leader

Discovering your role as a leader Kate Farrow Client Leadership Development Manager everywoman

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Introduction Kate Fletcher

How important is employee engagement? Engaged companies outperform their competition, a Gallup study shows Employee engagement is an important predictor of business performance in a tough economy “It’s pretty clear that disengaged workers are just waiting around to see what happens.” “Engaged workers have bought into what the organisation is about and are trying to make a difference. This is why they are usually the most productive workers.” (Jim Harter – Gallup’s chief scientist of employee engagement & wellbeing.”

Employee engagement Employee engagement does not mean: Employee happiness Employee satisfaction Engagement is the emotional commitment the employee has to the organisation and its goals It is two-way between organisations and employees Two-way promises & commitments are understood and fulfilled

Engaged organisations & employees Engaged organisations have: Strong & authentic values Clear evidence of trust & fairness Engaged employees: Care about their work & their company Freely & willingly give discretionary effort Experience a blend of job satisfaction, commitment to the organisation, job involvement & empowerment

Workplace research by Gallup links employee engagement to specific business outcomes Productivity Quality Profitability Customer ratings Turnover Safety incidents Shrinkage Absenteeism

Poll 1: How engaged is my organisation? ENGAGED EMPLOYEES: Work with passion and feel a profound connection to their company. They drive innovation and move the company forward. What do you believe the % of employees who are ‘engaged’ in your organisation is? A > 50% B Between 30% to 50% C Between 20% to 30% D Between 10% to 20% E < 10%

UK workplace engagement scores 2012 Engaged 17% “Loyal, productive, find work satisfying” Not Engaged 57% “Not psychologically committed, may leave if opportunity presents itself” Actively Disengaged 26% “Disenchanted: vocal or militant in showing their negative attitude” Global engagement only 13% US highest with 30%

Final thoughts on engagement ‘Not engaged’ offer greatest untapped opportunity to improve performance of organisations Typically uninspired & lacking motivation Managers account for >70% variance in employee engagement scores Ability to motivate Assertiveness to drive outcomes & overcome adversity Create culture of clear accountability Build relationships that create trust & transparency Decisions based on productivity not politics

Authentic leadership – why? Great leadership has the potential to excite people to extraordinary achievement Great leadership is also about meaning Work environments changing Attitudes to employment changing Corporate & industry scandals leading to mistrust Demand for authentic leadership growing

Authentic leaders… Are self aware and genuine Emotions, core values, strengths & limitations Lead with their heart Not afraid to show their emotions & vulnerability Are mission driven & focused on results Clear compelling vision connecting energy to actions & desired outputs Focus on the long term Nurture company and employees over time Long term shareholder value Show their real selves

The 7 most desired traits of the line manager Genuine concern for others Seen as communicator, networker & achiever Trust others to lead Is honest & consistent Is accessible, approachable & flexible Is decisive, determined & ready to take risks Is able to draw people together with a shared vision Source: Beverly Alimo-Metcalfe (Professor of Leadership Studies Leeds University)

Poll 2: Which trait is the most important to employees? A Genuine concern for others B Seen as communicator, networker & achiever C Trust others to lead D Is honest & consistent E Is accessible, approachable & flexible

Some final thoughts As managers we can make a significant impact on the engagement of our employees How well do you live the principles of authentic leadership? As a line manager how well do you live the desired traits of your employees? Support – role models, feedback, coach and or/mentor Harness their energy & passion – Not engaged employees offer the greatest untapped opportunity.

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