Connected Leadership: How to Invest in Your Management Teams
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Transcript of Connected Leadership: How to Invest in Your Management Teams
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Learning Culture and Employee Engagement
Cassie WhitlockDirector of HR
BambooHR
Erin BoettgeContent Marketing Manager
BizLibrary
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Defining Leadership
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Learning Culture and Employee Engagement
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Management is
doing things right.
Leadership is
doing the right things.
- Peter Drucker
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“Leadership is a process of social
influence, which maximizes the
effort of others toward the
achievement of a goal.”
- Kevin Kruse
What is Leadership?
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Learning Culture and Employee Engagement
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Leadership vs. Management
Leadership: Social Influence Management: Operational Counterpart
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Learning Culture and Employee Engagement
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Identifying Skills
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Identifying Skills
Communications
Coaching Skills
Collaboration and Teamwork
Goal Setting
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Connected Leadership
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Managers are responsible for
70% of the variance
in employee engagement.
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Learning Culture and Employee Engagement
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Succession Planning:
1. Identify Your Organization’s Needs
2. Assess Your Employees’ Skills
3. Connect Your Employees to a Career Path
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Learning Culture and Employee Engagement
Identify Your Organization’s Needs
• Work with senior leadership team
• Define your overarching goals
• Discover your organization’s pressure points
• Perform a cost/benefit analysis of structural changes
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Learning Culture and Employee Engagement
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Learning Culture and Employee Engagement
Dunbar’s Number: 150 People
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Learning Culture and Employee Engagement
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Learning Culture and Employee Engagement
Developing a Unified Culture
• Fully define your organization’s mission and values
• Translate your values into actions and outcomes
• Encourage your managers and employees to work on
personal and company-wide values-based goals
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Learning Culture and Employee Engagement
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Learning Culture and Employee Engagement
Assess Your Employees’ Potential
• Desire to Lead: Is leadership the primary motivation?
• Tactical/Strategy Skills: Does the leadership position require new planning?
Or is it supporting pre-approved processes?
• Job Skills: Is the employee good at his or her job?
• People Skills: Can the employee provide effective feedback? Does the employee
have emotional maturity? Clear communication? Relatability? Sincerity?
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Learning Culture and Employee Engagement
Connect Employees to a Career Path
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Learning Culture and Employee Engagement
Epiphany Moments
• 6% increase on the anniversary of a hire date
• 9% increase on the anniversary of a promotion
• 12% increase after birthdays, especially milestone birthdays
• 16% increase after attending a high school reunion
Job-hunting activity jumps when employees make comparisons.
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Learning Culture and Employee Engagement
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Leadership and Engagement
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Learning Culture and Employee Engagement
Employee Engagement
87% of this generation rate “professional or career growth and
development opportunities” as important to them in a job.
Only 39% strongly agree that they have learned something new in the
past 30 days that they can use to do their job better.
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80% of people quit their boss
not their company
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Engaged employees are:
• 2x more likely to help others
• 2.5x more likely to stay late
• 3x more likely to do something good
• 5x more likely to submit a referral
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Mapping Skills to Desired Outcomes
Delegation
Listening Skills
Leadership
Strategic Thinking
Presentation Skills
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Learning Culture and Employee Engagement
Formal Learning and Training
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Learning Culture and Employee Engagement
RegularFeedback
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Resources for
Connected Leadership
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Internal Tools
• Technology
• Mentoring/Coaching
• One-on-ones
• Performance Reviews
• Peer Feedback
• Individual Development Plans
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Leadership vs. Management
Intent Statement Strategic Initiatives Deliverables
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Connected Leadership
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Learning Culture and Employee Engagement
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Thank you!
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