If not, stay tuned until the end…
Welcome to the dark side of leadership – where the path to success is sabotaged by the very people meant to lead the charge. And at some point in our careers, we have encountered and endured one or two from the ranks of ‘Worst Boss Ever.’
We think to ourselves, ‘How is it that a self-aggrandizing, narcissist with a single-digit IQ has been put in a position of power? Does he even know what it is we do around here?’
What if we could change this paradigm?
What if there was a way we could identify those among the ranks who are super-stars & move these individuals into these coveted roles, growing & developing our workforce with intent?
We could assess their natural strengths and align them with a role that allows them to shine (and our business to thrive). We could even design roles for them and stop the archaic practice of stuffing people in boxes whilst demanding they sing and dance to the tune of market forces with a smile on their faces.
What would workplaces look and feel like if we aligned values and strategy to the people charged with execution?
Talent Optimization Starts with the Leadership Team
Organizational leadership plays a crucial role in TO. In fact, it is the driving force behind creating an environment where employees can thrive and contribute to organizational success.
Great leaders don’t leave organizational culture to chance, they firmly grip the wheel and lead their people to victory.
How so? By example.
The most effective leaders set the tone for the workplace, influencing every aspect of the organization.
Guided by a strong vision, they intentionally create a culture that prioritizes continuous learning and provides consistent feedback in a manner that ensures employees feel valued and supported in their efforts to grow.
DEI+B isn’t a fluffy policy or a mere checkbox to satisfy investors
Beloved leaders foster inclusion by actively seeking diverse perspectives. Diversity in thought, background, experience, skills, and knowledge creates a sense of belonging and makes the organization more attractive to the best and the brightest.
They acknowledge and appreciate everyone’s contribution towards turning the vision into reality. So much so, they honor the rule of reciprocity and invest in their people in meaningful ways.
Speaking of vision…
Have you ever noticed how the most memorable and impactful leaders inspire and motivate those around them through articulating a compelling vision?
Think JFK and the space program.
It takes a special type of leader to attract and inspire individuals aligned with the organization’s goals. Providing a sense of purpose enhances engagement and drives retention.
According to a recent Gallup study, roughly 31% of US employees report being engaged in their work. If the average team size is 8 people, then only 2.48 of them are showing up consistently.
Just think about that for a moment. The economic ramifications from this level of disengagement are concerning, to say the least. Moreover, how long do you think the 2 or so people who tow the weight of the team are going to last?
It appears as though we have reached a tipping point. One that demands more from leadership. And this “problem” is actually an opportunity disguised in work clothes.
This is where the greatest leaders truly shine. They put in the work to align talent strategy with business goals by ensuring TO efforts are in sync with overall business objectives. And they make sure their people feel valued.
Hire, Inspire, and…?
Develop future leaders.
TO helps identify and develop future leaders within the organization by providing targeted development opportunities which in turn ensures a pipeline of capable individuals ready to take on greater responsibilities.
We can bring career pathing and succession planning together in a bold way that supports individual career plans while concurrently designing developmental steps to align people strategy with organizational strategy.
What tools and insights do you leverage to design your succession plans and ensure you have the right people in place to carry out the vision and ensure strategic alignment?
Approach Matters
A common trait among the most effective leaders is their data-driven approach.
TO leaders leverage people data & behavioral insights to make informed decisions about their workforce; thus, establishing a more objective approach to talent development.
Utilizing valid data backed by science allows for rapid talent allocation.
Effective leaders quickly allocate talent to high-priority projects. This agility leads to stronger market performance, enhanced leadership efficacy, and business continuity.
The Essentials
You may be wondering, ‘what are the essential qualities of an effective TO leader?’
In short: Emotional Intelligence (EQ) + Skillful Communication.
Think of it like this…every email you send, every water cooler conversation you have, every memo you draft, and every meeting you lead is an opportunity to either strengthen or shatter a relationship.
Effective oral and written communication skills are illustrated in a clear message free from jargon and ambiguity. This ensures the team understands your goals and expectations.
Then, take it a step further.
Amplify transparency and build trust through over communicating pertinent information to all stakeholders impacted by your decisions, all company policy changes, or any structural adaptations -due to market demands or internal drives- necessary for organizational health.
Additionally, trust is enhanced through authentic actions which include listening to understand, rather than reply or refute, and being open to alternative approaches.
When we, as leaders, engage in active listening we focus our full attention to the one speaking, repeat our understanding of the message being conveyed, ask clarifying questions, and avoid assumptions.
This demonstrates empathy, which in turn encourages open dialogue that ultimately fosters a collaborative environment. When we recognize and validate the feelings and perspectives of our team they feel supported and empowered.
In today’s chaotic world this is quite the challenge – for all of us. It’s also a key stepping stone on the path to your dream team.
EQ isn’t a ‘nice to have’ quality in today’s leadership game. It’s a must.
Emotionally intelligent leaders pick up on non-verbal cues and context. It’s as though they have a sixth sense.
And anyone in their realm can feel it because it’s magnetic. These are the leaders among us who can pivot on a dime because they read the room and quickly shift to match the energy.
They captivate their audience and with the most impressive blend of courage and grace they elevate the energy and bring everyone along for the ride.
In a word, they have Style
Have you ever noticed that discussions involving style – be it attire, communication, or leadership – are quite lively and sometimes polarizing?
From magazine covers that opine “who wore it best” to editorial pieces in the NYT belaboring the latest global trends…there is no shortage of opinions.
Personally, I find Lord Byron’s take on the shifting winds of love and hate to be quite soothing:
Here’s a sigh to those who love me;
And a smile to those who hate;
And whatever sky’s above me,
Here’s a heart for every fate.
Style, like beauty, is in the eyes of the beholder. In time, it can fade away. And like it or not, everyone has a certain way they view and interact with the world and those around them. It’s their style.
Remember the Buzz Lightyear and Woody saga? Woody was the beloved ringleader of the toys, until Buzz came to town. The winds shifted and so did attention and adoration. The once collaborative and cooperative leader felt the sting of being replaced and jealousy crept in…
“That’s not flying! That’s falling with style.” – Woody, Toy Story
When we feel forsaken by others it brings out the worst in us all. We lose our ability to appreciate what others bring to the table and instead we point out their flaws.
Maybe, a few leaders who have influenced your style come to mind. Some may have exemplified admirable qualities. Others may be the poster child for what not to do.
Possibly, you wonder how you are perceived by those you lead. Employee engagement surveys and verbal 360s are useful tools in this context.
Perhaps, you wish to expand your knowledge and improve your own leadership skills. This is where executive coaching, PI, and PQ™ combine to shine.
But first, let’s look at the burning question we have at the forefront of our minds…
Which leadership style is most effective from a TO lens?
One that is inclusive.
The word itself – inclusive – is a bit abstract and hard to grasp. But, if we think about qualities and characteristics of the women and men who have embodied the type of leader we hope to become, we can establish a concrete idea around which we can wrap our minds.
When I want poll data without designing and disseminating a poll, I turn to a few trusted sources. Here’s two of my favorites…
A Qualtrics study highlights the following qualities: visible commitment, humility, listening with empathy, deep self-awareness, curiosity about others, cultural intelligence, and effective collaboration. [It’s an 11-minute read and worth it!]
And Deloitte has created The Six C’s of Inclusive Leadership framework, based on their extensive research, which identifies the 6 traits as: commitment, courage, cognizance of unconscious bias, curiosity, cultural intelligence, and collaboration. [Also worth your time.]
Let’s summarize this as succinctly as possible…
First, inclusive leaders drive innovation through actively seeking and promoting a diverse workforce with a cornucopia of knowledge, skills, abilities, and other attributes.
This practice allows organizations to tap into a broader range of perspectives which in turn creates dynamic teams that are collaborative and agile in their approach to problem-solving and solution implementation.
Second, inclusive leaders create a sense of belonging where employees feel valued and respected for their individual contributions as well as their collaborative efforts.
Third, they place a high value on ethical practices which attracts socially conscious employees who seek opportunities to align their work with a deeper purpose and more meaningful projects.
Fourth, inclusive leaders enhance the employer brand and reputation, through the aforementioned practices, which makes them a beacon to attract top tier talent. Catnip.
ICYDHT (today) to read through or peruse the shared links, here are the 3 main ideas:
- Talent Optimization (TO) is a necessity for organizations and your leadership team is the crucial driving force behind it.
- DEI+B isn’t fluff or passé. If you abandon this, you’ve stamped an expiration date on your organization.
- Lead with style! An inclusive style, to be exact.
Whew!!
You’re still with me and I love ‘ya for it. There was a lot packed into this blog post even though I cut through hundreds of articles and research papers to distill the most valuable bites. I’m reasonably certain someone could teach a semester-long course on TO and Leadership.
Neither of us have time for that! Instead, let’s leverage the science and tools of PI to assess our people and build dream teams within our organizations. Once we have that in place, we can tap into the collective wisdom of elite coaching…if athletes can make it to the Olympics with a great coach, imagine the heights you could reach in your zone of genius.
I value curiosity. It’s what gets me out of bed most days…there’s just so much more I want to discover and understand. If that’s you, let’s find a time to chat about what keeps you up at night and work together to build the life you dream about, the one you don’t need a vacation from.
This is a no-obligation virtual coffee chat. At the very least, you may have a question I can answer easily or need a resource I may have on a shelf or in a file. If not, I most likely know someone who can help and I will happily make the introduction.
We are in this human experience thing together…why not make the most of it?
With lots of coffee and a curiosity-filled heart -N
