The Lead Yourself First Blog

Effective Onboarding Practices

Setting Up To Fail: Why Onboarding Programs Do Not Work…And What You Can Do About It

Imagine companies investing heavily in recruiting great people and promptly allowing them to fend for themselves from their first day at work, with zero communication and a lack of strategy to help them succeed. It sounds unthinkable, yet it is sadly true. It is a problem that is entirely avoidable if more organizations developed onboarding programs that mitigate disengagement, high turnover and the enormous costs associated with re-hiring.  Continue reading “Setting Up To Fail: Why Onboarding Programs Do Not Work…And What You Can Do About It”

Leadership Lesson: Can You Motivate “Dead Wood” Employees?

“I’m done.” These are thoughts or words that indicate an employee’s time with your organization has come to an end. Of course, many people reach this point for reasons that have nothing to do with low morale, lack of opportunity or a dislike for their jobs. They are ready to move up, move on or begin a new chapter in their lives, once their careers are finished or their time in the workforce is over.

Scenarios like those above are easy to understand. However, the same cannot be said about an employee who shuts down, becomes apathetic at work, or sucks the life out of their co-workers by displaying negativity day in and day out. While there is little doubt that a lack of motivation manifests itself in various forms, there are often underlying issues that can be addressed positively and proactively. Continue reading “Leadership Lesson: Can You Motivate “Dead Wood” Employees?”

The Five Biggest Credibility Killers Leaders Can’t Ignore

Deborah is a senior marketing manager for a renowned home care services organization. I have known her and several members of her executive group for more than a decade. Over the past year she has witnessed growing discontent amongst the core leadership team, a dedicated group that pioneered significant initiatives to innovate and grow the business. During their last management meeting, frustrations reached a crescendo when the VP of HR reported on the findings of the previous month’s exit interviews. Continue reading “The Five Biggest Credibility Killers Leaders Can’t Ignore”

Group of young people

Three reasons why you aren’t winning the talent war

Although the buzzwords “Talent Management” were first coined more than 15 years ago, many organizations are still searching for ways to attract and retain the best and brightest in order win the talent war.

Attraction is arguably the easiest piece of the talent management equation. However, companies that spend energy creating the perfect cocktail of salary and tailored compensation packages are missing the point for long-term success. High engagement and retention, coupled with developing outstanding leadership skills are the critical elements for gaining the strategic advantage. Conversely, your business will continue to lag behind if any of the following conditions persist: Continue reading “Three reasons why you aren’t winning the talent war”

Five ways to take the help when your leader abandons ship

Better the devil you know…. The reaction was predictable as the shock waves spread quickly. Dave, our beloved leader, was leaving after 20 years. As soon as the news began to sink in, panic spread throughout our entire organization. The fear was palpable and the gossip attempting to explain his departure, albeit deliciously juicy, proved totally unfounded.“Wood Steering Wheel In Big Ship” by worradmu

The competition had not snapped him up, he was not fired, nor was there any scandal. Dave, the most charismatic and beloved leader in our company, simply decided it was time to ride into the sunset and enjoy his well-earned retirement. Unfortunately the impending cloud of uncertainty over the plans of his successor became darker by the hour.

Many organizations are surprisingly unprepared for this scenario, whether the departing leader is in a C-Suite or a pivotal middle management position. In addition, the manner in which a leader’s departure is handled leaves many scrambling as they attempt to fill the void.

As the successor, your immediate response is critical, especially when the departing leader was adored, astute and exceptionally good. You are now no longer the understudy… and you had better be ready. Continue reading “Five ways to take the help when your leader abandons ship”