Looking at today’s job market, we may feel that it is the worst time ever yet there has never been a more opportune time to follow your heart and realize your dreams. However, getting to the right outcome is not easy. It takes persistence, commitment, and the willingness to do whatever it takes.
So how can you be persistent when you don’t feel like it? How can you go on when the going gets tough? When you have called, knocked on doors, and toiled, day after day, week after week, and you experience all kinds of rejection, disappointments and frustrations.
To be a Transformative Leader one must exhibit strength in two very important character areas, trust, and transparency. One’s ability to grow and allow others to grow depends wholly on the results of both of these characteristics.
Today, we have a dilemma that is facing many companies when it comes to hiring. Checklists are getting in the way. Having dealt with the application process for a while, I find it interesting what the automated process has done to the human interaction process.
We have dehumanized the interaction so much that defensive processes have started to appear that further jeopardize employee engagement, in my opinion.
According to a recent government report the business world is currently in a leadership crisis. Up and coming managers, those who will be our business leaders of the future don’t see positive examples of “inspirational leadership” in their work places. Employees long to see a genuine shared vision, real confidence and trust in teams and respect for colleagues, customers and employees. Less than 40% of managers actually see these traits on display in the workplace.
They are looking for fresh and exciting opportunities so they can grow, expand and become the best leaders they possible can be however management is does not fully understand how to implement coaching. The state of corporate coaching today is really nothing but a re-labeling of 50-year-old management techniques. I did a review recently of the state of corporate coaching that is being encouraged each day in many organizations and I was astounded.
One, of many, defined corporate coaching as “providing guidance, feedback and direction to ensure successful performance”. This is a typical old school management process because everything is defined for the employee or new manager. The focus is on short-term results and very structured framework so that it can be micro managed for success. There is no mention of empowering, growing or allowing employees to make mistakes.
I find it interesting how changing a letter or two can open up a whole new arena for a person’s mind. In listening to the sermon recently, the word Real-ationships was coined and discussed in a spiritual sense but I found this opened a whole different view for me in terms of leadership.
The idea was very liberating because much of what we discuss today has a virtual feel to it and many times leaves us feeling disconnected and alone, even though we are buried in data and virtual relationships.