business podcast

Corporate CPR Episode 129: How Sticking to an Outdated Leadership Style Might Be Killing Your Company

/ Jana

On today’s episode we are talking about how not adjusting your leadership style for today’s people might be killing your company.

Graham Wilson specializes in helping top business leaders reach their full potential through advanced leadership techniques, simplifying complex concepts with his proven toolkit. His expertise spans leadership, strategy, innovation, change management, and elite team development. Having developed over 85,000 leaders, he is trusted by global organizations for his practical guidance and team-building abilities. With a background in the British Army and commercial experience at Dupont, Graham founded Successfactory over 26 years ago, witnessing firsthand how effective leadership drives extraordinary results.

Key Discussion Points:

  • Leaders must adapt to a rapidly changing world where traditional management can’t provide all the answers.
  • Effective leadership requires balancing clear direction, autonomy, and continuous performance conversations rather than outdated practices like annual appraisals.
  • Building a leadership culture involves setting clear organizational values, aligning behaviors with those values, and fostering trust by avoiding self-interest and inconsistency.
  • Leaders need to transition from traditional practices like annual appraisals and rigid KPIs to more agile and collaborative approaches that reflect the current business environment. Emphasizing cross-functional teams and breaking down silos can enhance organizational effectiveness.
  • It’s crucial to educate and mentor new graduates and employees not just on the immediate job skills but on the broader context of the business environment. Encouraging a mindset of giving before receiving, fostering empathy, and developing a thinking and problem-solving approach can prepare them for leadership roles.
  • Understanding that people are motivated by different factors, including purpose, autonomy, and mastery, is essential. Organizations should focus on creating an employee value proposition that attracts and retains talent by ensuring fair compensation and promoting a purpose-driven culture that aligns with employees’ values.

Top Takeaways for the Audience:

  1. Speed Up by Slowing Down: Take the time to think and reflect before acting. Being efficient and effective requires thoughtful consideration to ensure you’re doing the right things, not just doing things right.
  2. Self-Awareness and Authentic Leadership: To lead others effectively, you must first understand and lead yourself. Delve into your values, beliefs, and strengths. This self-awareness forms the foundation of authentic leadership.
  3. Play to Your Strengths: Focus on environments and roles where your strengths can shine. You can compensate for weaknesses with support from others, but leveraging your strengths leads to greater satisfaction and success. Remember to align your work with what gives you a fulfilling life, continually reassessing and adapting as your circumstances evolve.

How to Connect with Graham:

Website: https://www.grahamwilson.com

LinkedIn: https://www.linkedin.com/in/leadershipwizard/

Corporate CPR Episode 91: How Every Leader Can Influence A Company’s Employee Engagement 

/ Jana

On today’s episode we are talking about how every leader can influence a company’s employee engagement. 

Paul ter Wal is a seasoned consultant, speaker, author, and founder of ANDARE (now Ter Wal Beheer BV). His journey has evolved from sick leave reduction to transforming company culture, amplition, and engagement. Pioneering “Value-to-Profit,” he aligns core values with employees’ essentials for heightened profitability. His approach empowers organizations to implement innovative engagement, vitality, and sick leave strategies, guided by the 7 keys of Talent Management Engagement as ROI.

Paul is a guest lecturer at Maastricht University, Masters Work, Health and Career and is registered as a Certified Speaking Professional (CSP) with the organisation Professional Speakers Australia and a Fellow (FPSA) with the Professional Speaking Association in Great Britain and Ireland.

Key Takeaways:

  • Global Engagement Statistics: The engagement levels in the workforce vary across regions and cultures. About 15% of employees worldwide are fully engaged, showing energy and enthusiasm in their work. Regions like Europe have higher numbers of disengaged employees compared to fully engaged ones, while regions like South Asia, the US, and Canada have relatively higher engagement levels.
  • Generational Shifts: Different generations approach work differently. Older generations often valued duty and work to provide for their families, while younger generations focus more on personal fulfillment and purpose. This generational shift impacts the way leaders need to approach engagement and motivation.
  • Changing Leadership Roles: The role of a leader has evolved from simply being the best employee to being a facilitator and supporter of their team. Many leaders who were promoted due to their individual skills may lack the natural leadership skills required to effectively manage and engage their teams.
  • ABC of Engagement: Autonomy, Belonging, and Competencies are essential factors that influence engagement in the workforce. Leaders should provide employees with autonomy to make decisions and contribute, create a sense of belonging within the team or organization, and continually support employees in developing their competencies.
  • Non-Negotiable Values: Organizations should establish non-negotiable core values that define their purpose and mission. These values should guide hiring decisions, and employees should align with these values. A strong organizational purpose contributes to a sense of belonging and engagement among employees.
  • Leader’s Role in Engagement: Leaders play a critical role in driving engagement within their teams. Effective leadership involves understanding individual employee’s strengths and weaknesses, fostering a culture of continuous development, aligning individual purposes with the organization’s purpose, and maintaining open communication.
  • Personalized Conversations: Engaging with every employee through meaningful conversations is crucial. Leaders often focus on addressing issues with underperforming individuals, but it’s equally important to engage with high-performing employees. Valuable insights can be gained from these conversations, contributing to better team dynamics and performance.
  • Effective Communication: Building relationships requires leaders to communicate effectively with their team members. Engaging in open conversations and actively listening can foster trust and understanding. Opt for informal settings like walking meetings or coffee chats to create a relaxed environment conducive to candid discussions.
  • Recognition and Feedback: Recognition and feedback are powerful drivers of engagement. Celebrating successes and acknowledging contributions can boost morale. Feedback sessions should focus on strengths and areas for improvement, creating a positive impact and encouraging employees to take ownership of their growth.

Top 3 Takeaways:

  1. Stop talking about human resources. Nowadays we talk about human beings. 
  2. Change negative issues into a positive approach.
  3. Take your position as a leader seriously because you’re there to support and facilitate employees. 

How to connect with Paul:

YouTube: https://www.youtube.com/@PaulterWal

LinkedIn: https://www.linkedin.com/in/paulterwal/