Employee turnover is the greatest issue facing HR I read today. Leaders say, forget retention, millennials are on the move, they don’t want to stay for more than a few years, we must expect that. The people under 40 that I know say: We don’t want to move all the time, we have no choice. Because we are told it’s a great place to work and then realize it’s a sweatshop. Because the pay isn’t there. Because the flat structures mean there are no opportunities offered to us.
Self-confidence can be a game-changer for leaders, and so it comes up in Coaching. Followers expect to work with self-assured leaders. Confidence is different than a “know-it-all” attitude: It’s more about feeling strong in your abilities. In every workplace, it’s not just about what you know that demonstrates leadership – it’s how confidently you lead when you don’t know.
For example, M. has taken on a new job, after being downsized from a 20-year career in a completely different industry.
In preparation to facilitate new groups, I’m often warned by the leader about the team member who won’t participate. They mean that there will be one or more persons who sit in the room, but don’t speak. While this might be typical behaviour, I find that often – with the right atmosphere and attention – their contribution level rises. Introversion can be part of a natural inclination, and reticence may also be due to a negative work history or hidden team dynamics.
Your team is diverse – I think you get that. The latest issue of HBR promised to share the new science of teamwork – and when I read it, it didn’t. The article was about four (yes, newish) styles to sort and categorize the people you lead. As a Coach, I’ve used many such instruments over the years – Myers Briggs Type Indicator (TM), DISC(TM) – and lesser known thinking styles, learning styles etc.
I find the value of any personal assessment tool are these (in this order):
Anxiety surprises us by arriving unexpectedly. Perhaps you are put on a significant project, or your new boss hovers too much – maybe team members bring their angst to you or a major customer isn’t happy. All the things that make your job exciting and interesting can also become overwhelming. Don’t just ignore your anxiety and hope it will go away. Here are some ways a leader can stay on track and weather the period of distress.
- Write it down –