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Natural leaders are hard to come by.
Almost half of companies surveyed by Workplace Trends said “leadership” is the hardest skill to find in employees. Only 36 percent of employees consider “leadership” a strength in their organization.
The implications are clear. We need to nurture and develop young, engaged leaders to fill roles in the future. Here are some thoughts on ways we can do this before it’s too late:
Only four in 10 managers strongly agree with the statement, “This year, I have had opportunities at work to learn and grow,” in Gallup’s survey.
The perception of limited opportunities is a big factor in disengagement. If future leaders can’t see what they’re working toward, what’s the point?
Demonstrate how their role positively affects their peers and the organization’s goals as a whole. Show them how what they do is more than just a job -- it’s a contribution to a greater good.
Thirtynine percent of companies surveyed by Workplace Trends offered leadership development programs, yet only 15 percent of employees felt the training they received effectively prepared them for their next role.
It seems the problem the quality of the program or failure to notice learning opportunities .
Employees who have been at the organization a few months can help mentor brand new employees.
In the report, Gallup identified a rare combination of five characteristics great managers possess.
The easier current managers and employees can spot these talents among their peers and within themselves, the sooner they can cultivate them.
People who use their strengths every day are six times more likely to be engaged on the job, Gallup found.
Create opportunities every day for employees to do what they do best so they feel a sense of accomplishment and purpose while working toward being a leader.
Find a way to allow each employee to exercise their own unique strengths each day.
Make Leadership your strong go:
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