The Key to Recruiting and Retaining Top Talent

Leadership Excellence Mentorship

Companies don’t have to look far to find a cost justification for investing in leadership development.  In today’s world, companies spend a fortune recruiting and training employees.  Ideally this investment will pay off in many years of productive service.  Unfortunately, it does not always work out that way.

 

When employees leave a company, it is not only disruptive, it also costs money to replace them.  Studies have concluded the number one reason employees leave is because of their boss.  This can sometimes be a personality (clashing of personalities) problem, but it is also frequently the result of the boss showing poor leadership.

No, I am not talking about the leadership of the CEO, although they can contribute to the problem, I am talking about the leadership of the managers and supervisors who are directly responsible for the development of the majority of a company’s employees.  Most employees never see the CEO, but they interact with their manager on a daily basis.

People look to those that manage them to exhibit 5 key leadership behaviors:

  • Set a personal example they can respect
  • Inspire them with a vision of how they fit into the company’s goals
  • Challenge them to improve
  • Enable them to perform
  • Encourage them by recognizing their accomplishments

Do your managers and supervisors know what leadership traits they are expected to exhibit?  Do they take responsibility for developing the employees that work for them?  How much does it cost when someone leaves unexpectedly?

As for recruiting, it becomes a whole lot easier to attract top talent when your current employees speak highly of the company and the people they work for.

Do You Have Leadership Potential?

Leadership Excellence Mentorship

91% of millennials have aspirations to hold a leadership position. The numbers for non-millennials may not be as high, but it is safe to say that a high percentage of today’s workers aspire to take on a leadership role.

Why not be a leader?

Most leaders earn more and have a greater degree of control over their destiny.

But what stands between those who want to be leaders and the opportunity to be a leader?

Getting Started

First of all, you can and should show your leadership potential before you are promoted. Sure, you won’t receive the compensation you desire.  You will get valuable experience, and you will capture the attention of management. This will put you on the list for consideration the next time a position becomes available.

What kind of leader are you?

If you are unsure if you have what it takes to lead, there are several easy ways to find out. The easiest way I know of is to take a leadership assessment. There are plenty of good ones available. One of the most accurate assessments, and least costly, is the one offered by Wiley. This  20 – 30 minute assessment highlights your leadership strengths, and provides a snap shot to help you get started.

If you would like to receive a personalized leadership profile, send me and email. Send it to info@truleadership.com and put “leadership” in the subject line.

What next?

After you have a clear picture of what kind of leadership you are cut out for, put your hands on one of the better leadership books. There are hundreds available.

One of the best, and time tested, is “The Leadership Challenge” by Kouzes and Posner. One of my favorites is “Turn the Ship Around!” by L. David Marquet. Given my love of football, I found Bill Walsh’s “The Score Takes Care of Itself” to be quite refreshing.

In 2015 I released a book for aspiring leaders.  The book  highlights the leadership journey of 15 successful leaders from business and academia. The book: “A Garage Full of Ferraris”, is available on Amazon.

In the coming weeks I will be discussing the challenges facing those aspiring to be leaders.  I will highlight potential solutions to common obstacles standing between you and your career goals.