Leadership requires relationships, not the surface kind of relationship, but the type that includes trust, commitment, and conflict.
Connection built on elements like these is authentic and helps bring out the best in managers and team members.
Where managers make mistakes is leaving the talent on their team solely up to an internal or external recruiter. Remember, leaders must be ultimately responsible for recruiting and coaching. Being philosophically aligned with recruiters about gaps in the team and the attributes required to be successful must be communicated regularly.
Many traits, skills, and abilities often go undetected and are essential for long-term success. There is one that many of the best leaders like Caroll look for in the evaluation process that stands above the rest. This trait is what I call, “Competitive to the Core.” It’s a combination of natural god-given talent and developed skill.
Leaders don’t always hire the right people. In fact, research suggests that only 50% of hires are successful.
If organizations put as much effort into retention as they do in recruiting they would be in a much better position. This is why the best organizations are winning the war for talent by focusing on retention over recruiting.
You can’t lead without people. Unfortunately, many bad leaders forget this simple truth. Instead of investing in and developing solid
Have you ever considered whether or not a team member has called out sick because of you? According to the
It was evident from our conversation that we both wholeheartedly agreed. Entry level positions within most organizations are not valued by their leaders. My colleague overheard our conversation and spoke up about the turnover problems he was experiencing within the entry level positions on his team as well. The logical questions were simple:
