Do You Know Where Your Leaders Struggle?

In a 2019 Global Human Capital Trends survey, 80 percent of those surveyed rated leadership a high priority for their organizations. However, only 41 percent told us they think their organizations are ready or very ready to meet their leadership requirements. What does this tell us? Leadership plays such a crucial role in the workplace, but many organizations are not prepared or equipped to meet those requirements. Your leaders may be struggling in many ways that you, as the employer, don’t realize.

The current state of events in the world — with a novel Coronavirus pandemic, workplaces across the globe have been forced to work remotely for the first time — has left many leaders scratching their heads when it comes to how to keep their team members engaged, motivated, and eager to work as hard as they did before this major shift. Leaders are attempting to adjust to this ‘new normal’ — and that’s only part of the leadership struggle. Even before March 2020, when much of the world had to start adjusting, leaders were already struggling. In terms of motivating your teams, retaining employees, keeping engagement levels high, and more, there are multiple challenges facing leaders and supervisors in the workplace. These are just some of the most common hardships. Do you know where your leaders are struggling?

Common Leadership Struggles

A Better Leader has decades of experience with online leadership training and assisting Human Resources and leadership personnel with tailored solutions to their workplace struggles. We’ve helped numerous organizations like Pepsi and AutoZone with custom online leadership training solutions that help leaders improve their soft skills, motivate, connect with, and support team members at all levels. We have found that those are the four most-requested topics of focus that employers continually seek to address and have had great success implementing.

1. Motivating Employees and Team Members

One of the most common struggles your leaders may be facing is motivating team members. It can be especially more challenging when faced with the additional task of motivating remote team members. While we’ve already written about how leaders can work to motivate their employees, we’ll briefly touch on a few things that may be even more relevant to today’s environment. Firstly, your employees need to know they are valued and that their work is important. If they feel like another replaceable “cog in the wheel,” it’s going to be hard to encourage them to show up every day and do their best work. This doesn’t need to be complicated. Your leaders need to recognize your employees for the work they do. This can be formal or informal, and doesn’t take a lot of effort, but will go a long way. 

Not only is it imperative to offer praise and recognition to team members at work in order to keep them motivated, but they need to feel they can trust their managers and supervisors. After all, it’s been proven repeatedly that an open-door policy is a key to mutual respect, trust, and understanding in the workplace. It keeps communication lines open, establishes trust between leaders and employees at all levels, and will strengthen relationships and boost morale and overall motivation in the workplace when implemented properly.

2. Connecting With and Supporting Employees

Connecting with your employees and supporting them basically go hand-in-hand, but the ability to effectively connect and communicate as a leader is a trait that displays emotional intelligence. Emotional intelligence is quickly becoming a trait that employers are looking for in their leadership. Emotionally intelligent leaders are capable of creating and maintaining positive workplaces and building corporate cultures that are adaptable, self-aware, and inclusive.

Your leaders may struggle with building a connection with team members in the workplace. Traits like empathy, understanding, effective listening, and effective communication are not habits that come easily to everyone. Understandably, it may take additional leadership training to build leaders who exemplify servant leadership — that is, where leaders intend to serve their team members and employees, rather than putting their own wants/needs first.

3. Leaders Struggle to Improve

Finally, a common leadership struggle we have seen in multiple organizations is the ability to improve things like employee engagement, retention, and potentially even things like providing feedback to team members. It can be daunting to develop and coach employees, but leaders need to feel confident as a mentor. Additionally, they need to recognize the talent in their team members and nurture their potential. 

Thankfully, this doesn’t have to be an area where your leaders struggle forever. In fact, they can effectively learn the proper roles and responsibilities of coaching and get practical and actionable coaching skills with the right leadership training.

Overcoming Leadership Struggles

Ultimately, every organization will have its fair share of leadership struggles. Each workplace is different, and every leader in your organization is unique, and therefore, faces their own individual challenges. It’s crucial to hand-pick leadership training that gives your leaders the skills, tools, and knowledge they need. You can also check out our post titled, “6 Drivers to Create Better Leaders” for high-level tips to improve leadership. You can also conduct employee engagement surveys to take your workplace’s temperature and get feedback from employees and leaders alike. You can solicit feedback in many ways, but most importantly, employers can look at things like retention, engagement, and employee motivation and properly assess where their leaders struggle and what areas need improvement.

A Better Leader would love to help you effortlessly connect your leaders to your ideal culture. A lack of leadership skills in your organization may already be costing your company a great deal. With top-rated video, websites, and e-learning options that are proven effective within a multitude of companies, we’re prepared to help you navigate whatever areas your leaders and employees are struggling with the most!

About the Author Jennifer Orechwa

With over 25 years in the industry, and now as IRI's Director of Business Development, Jennifer has gained a unique perspective on what it takes to build a culture of engagement. By blending a deep understanding of labor and employee relations with powerful digital marketing knowledge, Jennifer has helped thousands of companies achieve behavioral change at a cultural level.

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