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Navigate Workplace Challenges with Keldar Leadership.

Keldar Leadership expertly navigates leadership, team, and employee workplace challenges, fostering employee evolution and business growth while boosting company productivity.

Keldar Leadership — Overcoming Challenges, Maximizing Productivity

Three main types of challenges occur in the workplace: Leadership, Team, and Employee challenges. Employees must constantly evolve and adapt to their leader, team, and company they work for (and vice versa). Each setting and situation requires a specific set of actions. Identifying and understanding how to manage these challenges is essential for the growth of the employees and business.

Many people are placed into leadership roles without additional training or support to prepare them for the challenges of leading a team. Poor leadership quickly has a negative impact on the immediate team and throughout the organization with productivity and morale becoming the casualties.

If leaders are provided the support and skills required to be successful, their impact on the organization will be positive and productive. A leader who is aligned with the organizations objectives and has a team that is engaged is an incredible asset!

Leadership Challenges

Are Your Results Suffering Due to Misalignment?

Alignment ensures everyone works towards the same goals, boosting efficiency and productivity.

Are your results suffering from unclear communication about company goals, lack of collaboration or an overly competitive culture? It’s crucial to address these issues and realign your team with the company’s vision. Remember, a well-aligned team not only increases productivity but also fosters a positive work environment where everyone feels valued.

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Is There a Lack of Commitment to Decisions in Your Team?

Effective decision – making is not just about making the right choice.  It is also about gaining clarity and securing commitment and buy – in from all involved. 

It is imperative that you take the time for thorough discussion and evaluation of decisions in order to have a team 100% engaged.  A leader of any level can learn the process to galvanize a team around key decisions.

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Do Your Leaders Know How to Lead Effectively?

Take leaders to the next level by developing their key leadership skills including emotional intelligence, effective communication, strategic thinking, and motivational abilities.  Investing in leadership development can transform your organization, boost morale, enhance productivity, and improve decision-making.

It’s important to remember that people don’t leave companies, they leave poor leaders, hence the need to ensure your leaders are inspiring figures driving your team and organization towards success.

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Is There a Lack of Ownership by Supervisors and Frontline Workers?

In an ideal business setting, all team members, from supervisors to frontline workers, should feel a sense of ownership and act as partners rather than just task completers. A lack of ownership can lead to missed deadlines, poor work quality, subpar customer service, and a lack of initiative, potentially hindering business growth.

Creating an empowered workplace is an ongoing process involving fostering a culture where employees take responsibility, make decisions, and contribute their ideas. It can be achieved through clear communication of the company’s vision, encouraging participation, providing training and development opportunities, recognizing and rewarding efforts, and promoting autonomy. Together, we can transform your workplace into an environment where every employee feels like a partner in driving your company forward.

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Personalities can clash in a work environment. People do not always see or do things the same way. This can lead to confusion and poor results. Employees often forget they are all on the same team. As a result, more problems are created instead of fixing them.

Team Challenges

Are Your Managers Focused on Their Team’s Results?

A prevalent challenge in many organizations is that managers often neglect to focus on their team’s results, instead leaning heavily on their technical expertise to solve problems. This can unintentionally cause a lack of unity and reduce productivity.

However, this issue can be tackled by implementing several strategies: training managers in leadership skills like communication, delegation, and motivation; setting clear, measurable team goals; promoting regular feedback; encouraging teamwork; and using performance metrics to evaluate the team’s progress. By directly addressing this challenge, organizations can nurture more efficient leaders and enhance overall team performance.

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Are People in Your Organization Truly Understanding Each Other?

Many organizations grapple with team members not fully understanding each other, leading to miscommunication, decreased productivity, and potential conflict. This challenge can be addressed by promoting self-awareness so individuals recognize their strengths, weaknesses, and communication styles; encouraging open communication for expression of thoughts and feelings; investing in training on effective communication, emotional intelligence, and diversity inclusion; celebrating the value of a diverse team for innovative solutions; and implementing regular team-building activities to enhance personal understanding and rapport.

By taking these steps, organizations can foster a more harmonious and productive work environment, as better understanding among team members leads to improved collaboration.

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Are Silos Hindering Your Team’s Unity and Performance?

Departmental silos pose a significant challenge to many organizations, as each department’s focus on their own results can create organizational barriers, leading to lack of cooperation, inefficient processes, and potential conflict. Addressing this issue requires fostering a culture of collaboration and mutual understanding.

Strategies to consider include promoting cross-functional collaboration on projects or initiatives to help employees understand the value of other departments, establishing common organization-wide objectives for better collaboration, improving communication through regular interdepartmental meetings or platforms for updates sharing, leaders modeling open communication, respect for other departments, focusing on common goal, and reviewing the organizational structure to address any silo-contributing issues.

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Is Your Workplace Environment Becoming Toxic?

A toxic workplace, characterized by problem-creation rather than solution-seeking, can severely impact an organization’s internal performance and external reputation, leading to reduced productivity, low morale, high turnover, and even legal issues.

To transform such an environment, organizations should promote open communication, foster a culture of respect, provide leadership training, implement fair policies, recognize and reward positive behavior, and offer employee support services like counseling or stress management programs.

By doing so, organizations can effectively turn a toxic workplace into a positive and productive one, boosting employee morale, enhancing performance, and improving the organization’s reputation.

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A lack of consistency during recruiting can lead to disappointing and costly new hires. New employees sometimes take longer than expected to increase productivity and advance their careers. Some do not move forward at all.

Managers and supervisors often underestimate the value and importance of focusing on developing an employee when they are initially hired. There tends to be a lack of accountability surrounding an employee’s advancement. A new hire is an investment in the future and they should receive support, guidance and feedback from their direct supervisor to help them do their best.

Employee Challenges

Is an Inconsistent Selection Process Leading to Bad Hires?

An inconsistent selection process can result in hiring candidates who excel in interviews but underperform on the job, causing workflow disruptions and financial strain due to recruitment, onboarding, and training costs. To address this, standardizing the interview process, using objective data from aptitude tests or skills evaluations, implementing structured interviews, involving multiple evaluators, conducting thorough reference checks, and offering trial periods can all contribute to a more effective and consistent hiring process.

These measures can help ensure that each candidate is assessed fairly and accurately, thereby improving the quality of hires, aligning new talent with the organization’s needs, and fostering a strong, successful team.

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Are Your Employees Stagnating in Their Development?

Employee stagnation can lead to a non-productive work environment, affecting individual performance and overall business outcomes. Addressing this requires identifying the root cause, be it a lack of motivation, inadequate training resources, or absence of growth opportunities.

Various strategies can be employed such as providing continuous learning opportunities through workshops, seminars, and job rotation programs; establishing clear career paths to motivate skill development and advancement; offering regular, constructive feedback; fostering a culture of innovation; and implementing mentoring programs for knowledge sharing and guidance.

By tackling employee stagnation, companies not only enhance individual careers but also contribute to their organization’s progress and success.

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Do New Hires Take Too Long to Become Productive?

When new hires take a long time to reach full productivity, it can affect business operations and profits. The initial 90 days are critical for new employees to adapt, learn, and contribute effectively. Managers play a key role in this.

Addressing this challenge involves streamlining the onboarding process to quickly acquaint new hires with their roles, responsibilities, and company culture. Using personality assessments can provide insights into a new hire’s work style and areas for improvement, helping tailor training and communication methods. Implementing mentoring programs and setting clear expectations from day one can aid new hires’ adaptation process. Regular check-ins and feedback can address any issues promptly, while investing in training workshops based on personality assessment results equips managers to forge strong relationships with new hires, fostering a productive work environment faster.

By investing in these early stages of employment, businesses can lay the groundwork for long-lasting, beneficial relationships.

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Why Won’t People Hold Each Other Accountable?

Accountability is vital to maintaining high-performance standards and achieving organizational goals within a team. When team members shirk their responsibility of holding each other accountable, it can decrease productivity and morale. Addressing this challenge involves establishing clear expectations so every member understands their individual responsibilities and collective team goals. Promoting open communication encourages team members to voice their thoughts and concerns, fostering trust and making accountability easier.

Creating a culture of feedback through regular meetings or performance reviews is crucial for growth and improvement. Managers and team leaders should lead by example, taking responsibility for their actions and inspiring their team to do the same. Implementing accountability mechanisms like project management software can help track progress, and recognizing and rewarding accountability motivates responsible behavior.

By promoting accountability, teams can enhance collaboration, drive superior performance, and foster a culture of integrity and responsibility.

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Keldar Leadership
St. Albert, Alberta, Canada, T8N 5C9