Leadership development is failing. That’s not just my musings on previous experiences and ideas.
Let’s deal with the facts:
In 2015, Gallup analyzed the engagement levels of 27 million employees worldwide. It found that managers accounted for at least 70 percent of variances in employee-engagement scores.
In a further blow this year, “...A subsequent, 2016, Gallup report looking at approximately 1,500 employees found that only 35 percent of employees surveyed were actually engaged, the obvious conclusion is that it's time to rethink what constitutes good management.”
Combine these two extensive studies and we can say, with real certainty, that not only do our underdogs need more support and backing, there also needs to be a fundamental shift in our approach to development.
Many of the articles state the obvious:
• Clearly defined career paths
• Provision of consistent training
• Constant evaluation
• Building an accountability culture
All pretty straightforward. We can all pat ourselves on the backs at how clever we are when identifying the issues and talking about the probable solutions. Where is the how? How do businesses achieve this in a simple and time-effective manner?
Businesses are crying out for something that encompasses training, goals, evaluation and full accountability. The underdogs need help.
This article was written in response to: https://www.entrepreneur.com/article/284844.