Answer: Yes.   Current research shows that: - 

• Employers have difficulty: -
• Attracting and retaining good people.
• Obtaining satisfactory productivity.
• Obtaining sufficient innovation.
• Overcoming workplace negativity.
• Obtaining satisfactory returns on Training and Development.

Additionally,

• Most employees leave because of their immediate “boss”, not income.

• There is shareholder and employee criticism of the quality of their leadership.

• Senior leaders complain about the quality of middle management/leadership.

• Employees are tending to: -

• Demand higher salaries.
• Demand work/life balance.
• Demand Personal Improvement opportunities and progress.
• Demand better relationships with management and leadership.

• In the absence of these, employees seek even more income or exit.

 WHO HAS THE BIGGEST INFLUENCE ON CULTURE, PERFORMANCE AND WORKPLACE CONDITIONS?

Answer:  Senior Leadership – (read Chairperson, Directors, CEO and Direct Reports)

Technical or operational expertise does not deliver great leadership.

WHAT IS GREAT LEADERSHIP?

Answer:  Models best behaviour; coaches, mentors, encourages and supports; envisions the compelling future and opportunities; thinks deeply; influences others to willingly achieve the vision and goals, embodying the values and being adaptable through continual development; earning trust, respect and loyalty.  The outcome is sustainable whole success, not just temporary profitability.

ARE ENOUGH SENIOR LEADERS DEVELOPED TO DELIVER THE ABOVE?

Answer:  Not Yet.

ARE THE SIGNIFICANT RELATIONSHIPS AND WORKPLACE ATTITUDES IN MOST ORGANIZATIONS FUNCTIONAL OR DYSFUNCTIONAL?

Answer:  Dysfunctional.

WHAT DO YOU THINK THESE DYSFUNCTIONALITIES ACTUALLY COST THE ORGANIZATION?

Answer:Unacceptably too much.  They cause processes and systems to become bureaucratic and not applied effectively; diminished performance; and good people to leave.   Think of the big examples you know of.   How’s your organization doing?

IF YOU ACCEPT THE ABOVE COMMENTS - WHAT’S YOUR CONCLUSION? 

Answer:  Effective workplace relationships are critical for outstanding sustainable performance.

IF THERE WAS A DREAM SOLUTION, WOULD YOU APPLY IT?

The Dream Solution:

Improve both Leadership Skills and Workplace Attitudes to functionalise relationships to enable sustainable improvement of all KPI and create an organization that is “The Employer of Choice”.

If existing factors of a clear vision; agreement on values; clear objectives; adequate systems and processes; adequate technical and operational skills; a market; adequate material and cash resources - then quality leadership and workplace attitudes are what is required to “airlift” the organization to outstanding sustainable performance.  If the first factors are diminished then quality leadership and workplace attitudes are even more critical.

Solution Picture/Idea:  “With our wings, we do fly!”

The owl operates effectively in both light and dark,

So must your organization.

Here are some reflective questions to CHECK whether your organization should utilise the solution: -

• Is there authentic unity of vision values goals and approach between the board and executive, or between senior leadership and direct reports?

• Is there complete or sufficient disclosure and openness between direct reports and senior leadership?

• Are direct reports all understanding of each others' issues, strengths and weaknesses?

• To what extent is there authentic trust respect and loyalty between senior leadership, direct reports and middle/front-line management?

• Can you see “cause and effect” between the quality of relationships amongst leadership and management and the remainder of the organization?

• To what extent is the quality of relationships in your organization hindering full potential from being achieved?

What Does It Take to Improve and Functionalise Relationships in an Organization?

Answer:   Improved Attitudinal Competence for all members and Improved Leadership Skills.

What I Do to Enable the Solution: 

• Influence Persuade and Coach Leaders to be Great Leaders;
• Work with them to influence persuade and coach their people to be great, for both the organization and themselves.

Who I Work With:

• The Chair and Directors;
• The CEO and Direct Reports.

What We Do Together:

• Master Attitudinal Competence (the ability to select the best attitudes for right now, at will).
• Master the Core Skills of Great Leaders (includes Attitudinal Competence)
• Work with the people in the organization to influence, persuade and coach them to personally acquire Attitudinal Competence and apply the learning to the workplace to enhance relationships, performance and morale, and in their personal lives.

What We Don’t Do:

• Waste Time on Insignificant Weaknesses (but we don’t ignore them).
• Management and Technical/Operational Functions (but your people do).
• Work on Middle and Front-Line Management, at least not at first.

Primary Intervention Period – 12 months.

Secondary Intervention Period – as long as it takes to achieve the agreed goals.

Outcomes:

• Significant Improvement of all KPI, measured over 12 months after primary intervention.
• Creation of “Employer of Choice” reality in the organization.
• Improved employee retention.
• Attract quality applicants.
• Reduction of unnecessary bureaucracy.
• Tenfold ROI for the intervention costs, measured over 18 months from commencement.

The Process:

• See if we can work together.
• Agree to Achieve Specific Goals.
• Measurement of Current Position.
• Workshop to align participants to purpose and process and agreement of changes required; Identify Core Requirements; Structure and Timing of Intervention.
• Workshop to Develop Attitudinal Competence and fine tune Leadership Skills.
• Coach to Embed all Skills.
• Assess Progress.
• Adjust and Continue Development and Coaching.
• Assess Success.
• Continue coaching until primary intervention is complete and the goals are achieved.
• Secondary Intervention means coaching and facilitating the senior leaders until the intervention achieves its purpose.

Other Features of the Solution

• I will only work with 4 organisations (must be non-competing) at a time.
• The Secondary Intervention is delivered without charge.
• Training and coaching for middle and front-line managers is available through my training company "Australian Leadership Journeys".
• If you have consultants working with your organization already, I’m happy to work with them.

I also give a rock solid iron clad guarantee that if your senior leadership authentically engages in the intervention, you will achieve the tenfold ROI on intervention costs, or I'll return my fees.

Ask me to give your senior leaders an obligation free presentation and experience of the process.  Allow 2 hours for the presentation which I will deliver in your boardroom.  

Email me now and arrange a time.