The biggest challenge facing business leaders is getting employees engaged.
David Novak, CEO YUM Brands (CNBC, May 11,2017)
The Conference Board 2017 CEO Survey revealed that in the eyes of the CEO respondents, organizational culture and quality talent are the critical enablers of success. The responses of 555 CEO’s highlighted a set of common organizational priorities shared across industries and geographies, including: 1) fiscal discipline; 2) engaged and resilient workforce; 3) strong and inclusive talent; 4) need to develop and nurture talent with expanded twenty-first century skills. The hot buttons and themes that emerged reflected global fears and uncertainties and the need for open and inclusive cultures that are both internally and externally networked.
According to Gallup surveys, engaged employees only represent 33% of the US workforce and only 15% of the workforce worldwide. In his Chairman’s Blog, Jim Clifton highlights that ‘the World’s workplace has been going through extraordinary change and that the practice of management has been frozen in time for more than 30 years.’ He indicates that employees, especially the stars, join a company and then quit their manager. In order to change, we need to transform workplace culture and it begins by changing what leaders believe and then how they lead.
How do we transform workplace culture and change what leaders believe?
We require a paradigm shift that focuses on letting go of the energy that we bring to our interactions, especially when we are facing challenging and difficult situations. Our beliefs are based on past individual experiences and cultural exposure. In order to change what leaders (and employees) believe, each individual needs to create awareness of their reactions and let go of the energetic triggers to their response.
Logosynthesis® is an effective, self-coachable method to guide the change process.
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