When asked to rank which qualities their boss best exhibited, likeability took the top spot among U.S. workers, followed by leadership, honesty, fairness, patience and loyalty.
Although leadership ranked second, just less than half of workers polled (49%) thought their managers exhibited strong leadership skills – a sobering data point reinforcing the need for renewed focus on leadership development.
Among other key findings from the survey are:
•Motivation & Mentorship Lagging: Only 24% of employees polled felt that their manager displayed motivational skills, and the same number noted that their supervisor failed to mentor and explain the choices made from an organisational perspective.
•Career Growth Continues: The majority of workers surveyed (66%) still feel that their manager promotes work and career growth internally – an important element to ensuring strong retention and engagement as the economy turns around.
•Leadership Is Remaining Honest About Economic Climate: 75% of employees trust their manager to be honest about their job security, and 77% agree that their supervisor should be candid about the company direction.
Regardless of how the economy is fairing, it's mission critical that organisations look inward and consistently review how their employees perceive the actions being made by supervisors and management. Employees that feel underappreciated and unmotivated are less productive and will be the first to leave once the job market shows signs of improvement. Developing strong leadership – at all levels of an organisation - is essential to solve this problem effectively and improve employee morale and retention.
Here are some thoughts for organisations looking to improve leadership development:
•Focus on identifying and developing leaders in critical roles at all levels of the organisation. It is essential for organisations to develop their leadership talent beginning with emerging leaders who may be in their first managerial roles and continuing through more senior high potentials and succession candidates. This comprehensive focus on development drives a culture of leadership excellence and improved performance throughout all levels of management.
•Ensure that leadership development efforts are aligned with specific business objectives and strategies. Leadership development activities should reinforce strengths and close skill gaps to enable leaders to bring their own performance and the performance of the teams they lead to the highest level of effectiveness in ways that are aligned with the evolving needs and goals of the business.
•Implement development approaches, such as executive coaching, that reinforce sustainable behaviour change. Development investments must drive a positive impact on the business in a method that can be sustained over time. Effective executive coaching is a strategic way to help management gain vision while continuing to expand skills.
For more, see - http://www.prnewswire.com/news-releases/lee-hecht-harrison-survey-finds-strong-leadership-still-lacking-in-the-workplace-82679982.html
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