A recent article in Chief Learning Officer magazine (September 2017) cited findings from “data gathered over more than 40 years from more than 18,000 leaders and 12,000 managers, peers, and direct reports of leaders.” Here’s what they found:
Hard Data Proof That Leadership Development Works
How Leadership Development Impacts the Bottom Line
Improvement Based on Leadership Tenure
Other Leadership Development Stats of Note
- 82% of managers, peers, and direct reports of people trained cited higher frequency of observed positive leadership behaviors among leaders as a result of their leadership development work. Positive behaviors included leadership competencies such as: Building trust
- Leading change
- Managing performance problems
- Resolving conflict
- 81% of people who report to a trained leader said, themselves, they were more engaged in their own jobs.
Benefits that Coaching Brings to Leaders
Leaders face an increasingly complex array of tasks, responsibilities, deadlines, goals and objectives, problems, so-called ‘opportunities’, conflicting viewpoints, challenging conversations, rising expectations, shrinking timelines, and more, in the workplace, with little, if any, time to think or plan or do much more than just react in the moment and hope for the best.
So, too, with teams and work groups as they all-too-often struggle in developing a proper balance between productivity and engagement while handling their regular responsibilities, PLUS those special projects and assignments that keep cropping up. Maybe that explains why almost 90% of all teams say they’re not living up to their performance potential!
Yet, many (most?) leaders and teams are not nearly as intentional or persistent as they COULD be – as would certainly serve them TO be – about focusing, engaging, and achieving at a consistently higher level.
It’s astoundingly – and sadly – true.
As a result, almost everyone ends up making things MUCH more complicated and stressful than necessary. And, to the detriment of the people they work with, the company they work for, and their own best interests, they continue to struggle, under-perform, and underachieve.
Perhaps you’ve seen this happen to others. Perhaps you’ve seen it happen to yourself.
What nagging workplace performance issues have been making it harder for YOU, and YOURS, to make a real difference?
Let’s create us some leadership AND business traction, yes?!