The Leadership Gap
By David B. Nast
It’s widely understood that people don’t quit their jobs; they quit their managers. In fact, 85% of employees leave their job due to their relationship with their manager. New research found that the average age an employee becomes a manager is 31. They also found that the average age an employee receives their first management training is 42. That’s a problem…
This is all part of the recession-hangover. Ten years ago when the economy took a nosedive, one of the first things to get cut from budgets was training and development. And only recently has learning made a comeback.
Top of mind for nearly 90% of CEOs and business owners is talent-retention. They have learned how expensive it is to replace an employee. The toll it takes on the entire workforce costs a lot more than equipping their managers with proper training. Many companies have a leadership gap.
What’s the problem? And more importantly, how do we fix it?
The reality is what got them here, won’t get them there. Hiring best-fit candidates and retaining top talent are symbiotic and it all comes down to how they are managing their workforce.
Managing people to perform means giving them the tools and perspectives they need to develop increased awareness and a thorough understanding of what drives their day-to-day management behaviors. If you are aware of what drives behavior, you can predict performance.
In addition to securing a firm grasp of their own management styles, they can utilize scientifically-validated workforce analytics to help gain insights into how each team member communicates, delegates, solves problems, makes decisions, responds to pressure, adapts to change, takes action and ownership, listens and influences, and takes risks.
From there, they can focus on executing succession planning to secure the next generation of leadership from within the organization to close the leadership gap. But you can’t achieve that if your top employees keep leaving for greener pastures.
The grass is greener where you water it…
About the Author:
David B. Nast owns Nast Partners, a Certified Partner for The Predictive Index, based in the Greater Philadelphia area. He is a Certified Workplace Behavioral Analyst and an Award-Winning Certified Business Coach with over 25 years of experience in Human Capital Management, Executive Coaching, Leadership Development, Talent Management, Training, Career Management, and Executive Search. He can be reached at firstname.lastname@example.org.