Do You Have Accidental Bosses?
An article in Fortune titled “Nearly all bosses are ‘accidental’ with no formal training—and research shows it’s leading 1 in 3 workers to quit” shares research conducted by The Chartered Management Institute revealing that many of those promoted into managerial positions are all title and no training. These startling findings revealed one in four people in the workforce have management responsibilities, yet very few have attended any leadership training program to do their jobs.
CMI’s research found that an incredible 82% of bosses are “accidental managers” and what’s even scarier is 25% of those are in senior leadership roles. Moreover, this lack of leadership training is negatively impacting employee morale leading to a third of employees quitting their jobs.
Employees saying their manager is ineffective feel seriously less satisfied, valued, and motivated in their job than those who describe their managers as effective. 50% of employees surveyed, who are unhappy with their manager, say they are planning to quit within the next year.
Employees are not the only ones with low morale, many of these accidental managers were high performing employees prior to being promoted without any leadership training. According to CMI’s research, managers aren’t confident in their own leadership abilities, and many are struggling when it comes to dealing sensitively with the multiple issues facing their team members at work and in their home lives.
Building and Developing Great Leaders Through Leadership Training
Does your organization have a leadership development program that helps attract and prepare key employees who have the potential to be great leaders of your company?
“When your company says you want your employees to be leaders,
what that really means is that you want their emotional commitment to your vision.
A leader’s emotional commitment is about taking on the company success as a personal crusade.”
– Stan Slap
If you replicate that entrepreneurial spirit and instill it into the leadership philosophy of the next generation of leaders, they will rally their teams around the company’s cause. This is much easier said than done, but it remains the biggest differentiator in the most successful organizations. If your leaders are not infused with that energy, your employees never will be.
Building a great internal culture and leading the Employee Experience Revolution starts with leadership training programs designed to develop your high-potential employees into great leaders, making your existing ones better, and creating an emerging talent pipeline for the next generation of exceptional leaders in your company.
Motivating the Motivators
Emerging leaders need to be taught what success looks like. Firstly, leadership development starts with having great leaders modeling the behavior. Demonstrating success is inspiring others to achieve more than they thought possible, serving them so they can, and celebrating them when they do. Leadership is about making other people better because of your influence.
“The emotional commitment of your leaders is what solves problems that are unsolvable, creates energy when all of the energy has been expended, and ignites emotional commitment in others, including your employee culture,” growth guru Stan Slap shares.
Training Leaders to be “People First”
New and existing leaders tend to focus heavily on results. Why? Because all their incentives are tied to them. Too many leaders had poor role models early on in their careers. The managers they worked for led by fear and intimidation, only focusing on productivity and top- and bottom-line results, often at the expense of the teams they managed. Those in leadership roles need to strike a balance between getting results and being understanding and empathetic with employees to get their buy in emotionally and physically. And while it can be difficult to plan and focus on leadership training when many are in a hiring crisis, the reality is the time is now for organizations to focus on developing great leaders. It is never too early to start preparing an employee who has leadership potential.
The single most important determinant of an individual’s performance and commitment to stay with an organization is the relationship the individual has with his or her immediate manager. As stated in McKinsey & Company’s article, “The boss factor: Making the world a better place through workplace relationships,” improving a worker’s job satisfaction can be the most important thing a leader can do. “Few managers realize what a dramatic impact—either positive or negative—they have on the world through their everyday behavior. It is the responsibility of senior leaders to enlighten them and provide the organizational context that consistently fosters high-quality relationships between bosses and the people who report to them.”
Communication: Be Human First, a Leader Second
In conclusion, leaders and employees alike tend to thrive when shared commitment to excellence is part of the job experience. In the digital revolution, human interaction, compassion, empathy, and communication skills become premium advantages. It’s time to consider an entirely different approach, for instance, building human-centric employee experiences through genuinely caring about your people. So, get to know your employees. Humanize them, humanize yourself.
Upcoming Leadership Training Programs:
Being a great leader entails being able to inspire and get everyone in your organization to rally around a common purpose and ignite their passion to execute your vision. Being a great presenter involves a combination of skills, techniques, and personal attributes. In this two-day workshop you will learn the keys on how nail your next presentation. In this workshop, we will cover:
- How to put together and deliver a great presentation
- The 5 Elements of a great presentation
- Having more confidence in front of an audience
- Present Clearer and more Concise
- Engagement with the Audience
- Effective Use of Visual Aids
- Passion and Enthusiasm
- Good Timing and Pacing
- Avoiding the very common pitfall of using slides that are hurting your presentation and detracting from your message.
- Identifying your presenting “weakness”, and then work to turn it into a strength.
- And much, much more!
The Customer Experience Executive Academy course is a 12-month part-time rigorous program. Training will occur in the classroom, businesses and virtually through scheduled calls and webinars. The CXE student is required to attend quarterly intensive training sessions and also participate in virtual meetings.
Each classroom session is a combination of lecture and interactive workshops. Initially, the students will learn what a customer experience organization looks like in another company by obtaining information regarding history, implementation, key performance metrics, and success through interviews.
Course Topics Include:
- Adapt The DiJulius Group’s trademarked X-Commandment methodology and tailor it to your business
- Start a Customer Service Revolution in your organization
- Transform and improve the six components of your Customer’s experience
- Create a strong Customer Experience Action Statement that instills purpose in your employees
- Recruit, engage, retain and develop employees with high service aptitude that align to your core values
- Build a culture that seeks to go above and beyond what is expected during interactions
- Develop non-negotiable experiential standards that are executed on, with each customer, in each interaction
- Systematize hospitality to ensure consistency among departments and locations
- Create and implement zero risk systems to avoid service challenges and work to strengthen customer relationships if you experience a service failure
- Measure your customer’s experience and how to address the data your receive
- Walk the talk as a World-class leader