Three main types of challenges occur in the workplace: Leadership, Team, and Employee challenges. Employees, must constantly evolve and adapt to the leader they are following, the team they are working with, and the company they work for (and vice versa). Each setting and situation require a specific set of actions. Identifying and understanding how to manage these challenges is essential for the growth of employees and the business. Keldar Leadership specializes in overcoming all challenges and maximizing productivity within a company.
Too often, leadership is handled by those who aren’t prepared to lead, and the company suffers. They must deal with employees in a way that pushes them to follow their example and serve the greater good of the company. This is challenging as many employees are only concerned with their individual success.
There must be a focus on following through with commitments. Leaders need to do what they say, but take the time to do it correctly. If not, there are setbacks as far as efficiency and trust in the leader. By owning their role and taking command of their environment, leaders can create a workplace that is thriving with productivity and morale.
Results are suffering due to misalignment
People are focused on their own needs and are not consistently focusing on what is best for the overall company.
Some possible solutions to get aligned.
Lack of commitment to decisions
We lacked clarity and we didn’t get buy in. We should have taken more time to get it right.
Learn the process to making decisions that people are committed to
Leaders who don’t know how to lead
There is a huge difference between managing and leading. Manager’s focus on tasks, leaders focuses on people.
Take your leaders to the next level.
Lack of ownership by supervisors and frontline workers
Ideally you want people to act like partners in the business and not merely to focus on a” to do” list. Creating an empowered workplace is a process not an event.
Here are some ways to get there.
Managers do not always focus on team results. They need to understand that their task is to increase the performance of their teams. Departments also tend to focus only on their success, which stunts a company’s growth.
Personalities can clash in a work environment. People do not always see or do things the same way. This leads 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.
Managers are not focused on their team’s results
Managers sometimes focus on their technical expertise. They are not realizing their role is to maximize team performance.
Here are some ways to help them make the shift.
People are not understanding each other
Get to know yourself and others better and improve relationships. Remove the reference to “in 20 minutes”.
Too many silos – we are supposed to be on the same team
When departments get focused only on their own results, it creates barriers within the organization.
The key is to help people understand the value of others
We have a toxic workplace
People are actively creating problems versus finding solutions. This hurts internal performance and external image.
Investing in the following solutions will get you on track.
A lack of consistency during the recruiting process can lead to disappointing and costly new hires. New employees sometimes take longer than expected to increase their productivity and advance their careers. Some do not move forward at all.
Many managers and supervisors are unaware of how important it is to focus on developing an employee when they are initially hired. There tends to be a lack of accountability surrounding an employee’s advancement. Management should provide regular feedback to increase performance.
Inconsistent selection process leading to bad hires
People presented well in the interview but now you’re disappointed. It’s so expensive to get it wrong.
Balancing subjectivity in the selection process
Employees stagnating in their development
They are just not moving forward with their personal career development.
Both group and individual solutions exist.
New hires take too long to become productive
Do your managers and/or supervisors really know how to work with new team members? Every day is critical in the first 90 days working with a new team member.
How assessment tools can build relationships and productivity
People will not hold each other accountable
The best teams are the ones where team members hold each other accountable. Constantly providing feedback ensures superior performance.
Address Accountability issues through this process