Have you ever heard, “If I educate my staff, will they leave with what knowledge they’ve gained”? And the best response I’ve heard to that is, “if you don’t educate your staff, they will hold you hostage by not performing.” It may be even more. If your staff is 5% actively disengaged, are they actively working on disengaging the systems and processes you have worked hard to develop? Is this what you want?
So, how can you let your leaders and managers become better at what they are hired to do? There are many educational tools on the market that support structural learning from the outside in to teach new skills. Good to have, though missing something. What would happen if the manager / leader let the employees have time to share their thoughts around some simple topics? This would expand collaboration between people and provide regular reminders of their commitments they have made. The ‘total is greater than the sum of the parts’ appears. Could your culture self-monitor and self-regulate to gain better outcomes?
Patrick Lencioni’s famous book, “The Five Dysfunctions of a Team” focuses on team dynamics and personal collaboration. Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, Inattention to Results are the five dysfunctions. Everyone plays with one or more of these, and it cripples organizations that don’t consciously address them as part of their regular meetings. And the Actively Disengaged person wallows in splendor in an organization that isn’t addressing these. Building TRUST is the first element in the process. Getting to really know your fellow workers is critical to success.
A scheduled performance development program builds teams that function well. Does this subject ring a bell for you?
COMPLIMENTARY EXPLORATION
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