Unfortunately, the hard decisions around talent management are just part of the territory of leadership. Anyone involved in the talent management life cycle knows the three essential components; hiring, retaining and firing.
While Covid-19 wreaked havoc on the workplace in 2020, it fast-tracked changes that would have taken five years and crammed them into five months. Leaders were tested in ways they never imagined possible. They showed flexibility and adaptability to not only survive the brutal year. Now the calendar change has turned their attention to what’s ahead.
While the impact of anyone’s encouragement can propel you towards success, there is one person whose support makes a professional impact, unlike any other: Leader support.
Having more energy than the average professional is a real competitive advantage.
If someone isn’t the right fit for your team or organization, and you keep them in a position, you not only hurt them, but you hurt the team.
Leaders make tough business decisions every day that vary in importance and size. Due to the Coronavirus, many leaders are being forced into making critical decisions with less time; one of those is, where to invest in order to be better-positioned as they emerge.
Essentially, the “natural born leader” is a bit of a myth. Instead, leadership is something that you can develop and grow through strengthening a specific set of skills.
“I didn’t know what my job was, why I was doing it and how I was doing.” It was those words that summarized almost exactly why the cliche “People leave managers, not companies” is true. Reality had set in, she was leaving me, not the business.
The truth is, an organization’s core values aren’t based on the executives that run it. An organization’s core values are based on the collective values of all the employees that work there.
Trust is the ultimate human currency so without trust we don’t have influence and without influence leaders cannot lead.
