Most leaders become leaders because they perform their job or area of discipline really well, are results-driven, hard-working, and committed. And as a result, get promoted up to being the leader of others doing the same work.
The problem with this very common practice is that the skills it takes someone to do their job are not the same skills it takes to LEAD OTHERS doing the job. The transition from individual contributor to leader most often creates a skill gap that results in significant stress and frustration for both the leaders and the people they lead.
Every leader wants a great team and every team wants a great leader…yet today we know that the majority of the workforce in our country is disengaged. This disengagement is often a result of a lack of leadership skills.
According to Gallup and American Psychological Association surveys:
- 75% of employees say ~ their boss is the most stressful part of their job
- 65% ~ say they would take a new boss over a pay raise
- 40% ~ leave companies because they can’t get along with their boss
I’ve been in business and leadership for over 30 years and I can tell you it doesn’t have to be this way. This article describes the journey of one of our clients who transitioned from having been a leader who was unintentionally breaking relationships with their team and struggling to keep them motivated – to becoming the model for employee engagement in her company.
Read on to this article to discover the steps this leader used to transform her leadership and the entire culture of her team, and how YOU can do the same
If you’re ready to develop leaders who can lead with confidence no matter what challenges or crises are happening in your business, schedule a discovery call.