The Changing Face of Leadership
- Date: Tuesday 8th December 2015
Being at the receiving end of poor people management has happened to most of us so why not try to make a change to your leadership techniques today?
Historically, most leaders ruled by force and employees were subordinates who often did not follow voluntarily. Now, the concept of leadership has changed and the vast majority of staff will engage with their managers not because they have a title but more so because they exude charisma, energy and likability.
Statistically, nearly three quarters of UK organisations report a deficit of management and leadership skills and 43% of UK managers rate their own manager as ineffective. Ineffective management is estimated to be costing UK businesses over £19 billion per year in lost working hours alone and incompetence or bad management of directors causes approx 56% of corporate failures.
With added pressures of rising discrimination claims and an ever more complex legal framework for employee relations, managers have to now step up to the plate and improve their skills in order to:
- Increase employee engagement
- Avoid legal and/or financial challenges
- Maintain/increase business productivity and profitability
Improving your technique firstly means understanding your preferred management style and then learning how to adapt it to suit your audience. If you are naturally an assertive, autocratic leader but now deal with a workforce including subject experts and senior managers, you will have to adopt a more supportive coaching style to avoid alienating people. Delegating and trusting your workforce’s judgement is an important part of this, but also the one most leaders find daunting. If you are drawn to a more supportive, democratic style but are required to guide a new, unskilled team through a series of simple tasks, a more hands-on approach may be more appropriate in order to avoid mistakes and maintain productivity.
Aside from the day-to-day pressures, managers now also have to become more comfortable dealing with broader issues such as grievances, health complaints and industrial relations. Communication workshops can help develop these skills and give particularly first time leaders the confidence to hold these difficult conversations without exposing the organisation legally.
Lastly, companies should not underestimate the power of mentoring. Having a well trained and fully informed second-in-command is vital to the success of your business. Being able to take a step back and review the bigger picture is only possible if you lead a team of motivated people. And without reviewing the bigger picture, your are merely a manager, not a leader.
Our HR Training courses focus on Basic Compliance, Improving Performance, Inspiring Leaders and Overcoming Challenges. Book your slot today for our upcoming training dates in 2016.
Call us on 01752 201616 or email email@example.com for more information.