The Leader Manager™, you want this person. Let me tell you why.
(Listen to the Podcast on this topic: link)
A Gallup poll revealed that managers account for at least 70% of the variance in employee engagement and less than one-third of Americans are engaged in their jobs in any given year.
Employees want a lot more from their managers.
My clients, who manage people feel they are good, if not great, managers…and yet their team isn’t engaged.
Why does engagement matter…“employees just need to do their job. Right?”
NO! The manager needs to do their job!
Their job is so much more than just being a “manager”, they need the skills to be a Leader. But wait, these same managers also feel like they are great leaders, but are they really?
We are at an impasse - managers who feel they are great at what they do, but don't realize they are not great. What’s the difference between a manager & a leader?
We are not machines; we are human beings not human doings. We have emotions. Motivation and engagement are a byproduct of healthy emotions. Leaders are not always equipped on how to meet employees in this way.
This is where the Leader Manager™ methodology comes in. This is a transformation of growth which assists the manager into understanding their employees as a whole person.
Who’s going to be more successful on your team?
Option 1: A motivated, happy, engaged employee who contributes to the team in valuable ways – with innate skills which flourish in so many different ways that elevate your team, organization and company.
Or
Option 2: An employee who doesn’t care about what they are doing, they don’t feel valued, don’t care to contribute and they under perform.
Of course, the first, but what’s the solution to the second situation? Measure them more, place restrictions on them, monitor them more closely, threaten and reprimand.
This is often what “managers” do…and even leaders who think they are leaders.
Coaching with a Leader Manager™ mindset helps managers to create the right environment and team for an Option 1 outcome.