The Goal: Getting “More” from “Less”
Let’s face it, we’d all like to have as few people working for us as leaders as necessary to accomplish the tasks at hand. With the recent down sizing of the organization, you may be faced with getting “more” from “less” people. Perhaps you’re HR Department made poor hiring decisions (We know it couldn’t have been you, right?) Maybe you’ve had your “shiny stars” of tomorrow get dull, lackluster, or burned out by pushing them above/beyond what they signed-up for originally.
While it’s great to see an organization in today’s business climate pull together and behave like a team, pulling back as a leader and analyzing the operation may bring into focus a different picture. A picture of disorganization, operational inefficiency, and leader/employee disengagement.
In 2006 Pathos Leadership Group set out on a path to determine causes for turnover. Our exit interview research reflected that people depart from organizations for five reasons, reasons which if not addressed will have a ripple effect not only in the current business cycle, but in years to come. Furthermore, the potential candidate pool of future leaders, regardless of leadership development program vitality, will be less than optimal for succession planning purposes.
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