All too many of us suffer from a personal energy crisis. We no longer work a standard eight-hour day. Our minds are constantly churning trying to make high value decisions, virtually twenty-four hours day. Our mode of life today—constant stress, poor diet, and lack of exercise and sleep—leads to what scientists call “exhaustion syndrome.”
Could you have envisioned at the start of your career; how your days would unfold throughout much of the year?
There are times when all is well – people are engaged; and stints when some are angry – even enraged.
When people conflict and relationships sour; they file by your office hour after hour.
I invite you to take a moment to think about a great leader that you know. This may be someone you worked with in the past; or, if you are lucky, someone you work with now.
With that person in my mind, I bet I can predict two things about that leader.
First, that great leader led a team that delivered great results. Frankly, if the leader didn’t deliver great results, you probably wouldn’t have assigned the title ‘great’.
Picture this. You and some friends are at a park with a large pond. You let your dog, who loves to swim, off of his leash. He immediately runs to the water and starts swimming, fetching sticks, and enjoying the deep grass around the edges of the pond. After some time, you call for him and he obediently returns to you. We all know what happens next – he shakes water all over you and your companions, leaving everyone wet and frustrated.
I invite you to take a moment to consider the people on your team or in the broader organization.
No matter how large or small the universe of employees, I bet you can think of someone who seems born for a particular role and another who is likely sending out resumes in hopes of finding a new job.
In 2015, Pew Research reported that Millennials overtook Baby Boomers as America’s largest generation. “According to population estimates released this month by the U.S. Census Bureau. Millennials, whom we define as those ages 18-34 in 2015, now number 75.4 million, surpassing the 74.9 million Baby Boomers (ages 51-69).”
According to the Association of Talent Development’s (ATD) 2016 State of the IndustryReport, organizations spend on average $1,252 per employee on training and development efforts. This means billions upon billions of dollars globally every year; however, despite the size of these expenditures, many leaders struggle to determine if the investment expended achieves desired learning outcomes and improved organizational performance.
Arguably, the #1 source of friction and relationship erosion between a team leader and a team member is a lack of shared expectations.
We have all been there. (Perhaps you are there right now.)
Things start strong. Both team member and team leader are looking forward to great results in the new quarter.