When wondering what we can do with our people to have them become an engaged workforce, maybe we are starting in the wrong place?
As a contemporary inspiring leader I’m sure you would agree that: Are You An Inspiring Leader, Or a Leader Who Inspires Disengagement, is an important question we all need to ask ourselves.
It could be argued that leadership is the most important quality for any business professional to have. With high-quality leadership, nearly any and every task can be accomplished.
Just take a moment and think about a leader you have known in the past. This could have been a boss, or a teacher, a pastor, a congressman. Did this person inspire you? Did they make you angry, or worse did they not affect you at all?
If you said they didn’t affect you, you’d be wrong. Despite what you may believe, there is a powerful and somewhat destructive impact of having leaders who don’t inspire us. Inspiration generates action, (even if the form of inspiration is that they piss you off) What you need to grasp is that the main reason leaders don’t inspire is because they themselves are disengaged.
We know from a 2011 Gallup Poll that 71% of American workers are “not engaged” or are “actively disengaged” in their work. But don’t be fooled into thinking it’s just the worker bees who are the disengaged employees. Many top-level C-suite executives are just as disengaged.These leaders close their office doors and distance themselves from the group they are supposed to be leading.
Obviously, this sort of leadership is not the kind you desire in your organization. But I hate to break it to you, there’s a very good chance that you have leaders like that in your own organization. If you don’t have an an engaged leader, you certainly won’t have an engaged workforce
These “leaders” have positions of authority and you may even be assuming that they are leading in the direction of growth. However, where they are really leading is in the direction of keeping their position, title, status and or lifestyle. They are not mission, purpose or growth driven. In fact, they likely don’t even know the mission or purpose of the organization! (Do you?) They are not actively engaged in the corporate value system. They are, however, tremendously engaged in increasing their own personal bottom lines.
They are disengaged leaders!
Now you may still want to argue that it’s not the leadership that is the problem with lack of growth in your company but with employees who don’t care.
Let me let you in on a dirty little secret… Your people have disengaged employees for one of three reasons:
- They are being led by a disengaged leader.
- They are at odds with the organization’s mission/purpose and or values.
- They are a bad fit for your corporate culture. (Assuming your company actually has a corporate culture that’s more than a concept.)
Here’s the hard line truth behind all three of these reasons: Employees disengage because at some level their leaders are disengaged, this also means these “leaders” are not authentically leading!
Your leadership self check: Despite what you would prefer to believe, check the facts:
- Do those you lead genuinely find you inspiring?
- Do you give lots of acknowledgment?
- Are you willing to challenge your team members to play a bigger game both collectively and personally?
- Do you make the time to engage with your team and openly discuss the organization’s mission and purpose? (this is a conversation and Not a lecture)
- Do you actually let your people in on who you are as a person outside of your status?
- Do you actually know your organization’s purpose and mission?
- Have you challenged yourself to play a bigger game both within the organization and personally?
If you answered Yes to each of those last questions then you are in all likelihood an inspiring leader. If not, that’s playing a large part to why your people are disengaged.
If you have a burning desire to either personally or organizationally play a far bigger game, reach out to me.
I trust that you found this short article of value to you…
If you believe this is an important message feel free to share!
This article was an adapted excerpt from my soon to be released book “Fiercely Loyal” How High performing Companies Develop and Retain Top Talent. You can now Pre-Order the book and get your info-graphic on how to bond any team instantly here:http://fiercelyloyalbook.com
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