AP Professionals’ Post

Bad Leaders can be a company’s downfall! ↘ Here are some behaviors that may highlight you have a leader creating negative impact: 🔦 They avoid face time.  This brought back the final boss I had at HP. They were my leader for 10 months and I never met them – ugh! Could have been many reasons/excuses but not making time for employees is a major red flag 🔦 They obsess over appearances.  If their filter for decision making is to see how a decision will reflect on them, another red flag! 🔦 They block others from meeting their goals. I have seen this several times as I am coaching high performing female leaders in delivery type roles. These leaders are exceeding their goals consistently and able to handle many teams, functions and tasks yet are not getting the next opportunity. Their leader does not want to lose them! 🔦 They’re gossipmongers.  I had a peer executive that would come in my office and bad mouth his direct reports and mine. And tell stories about employees. I never did understand what value they got from that. My respect for them tanked as did my trust. So glad I moved on! 🔦 They don’t respect boundaries.  With all the various communication channels folks can easily slip over boundaries. Setting clear expectations in your culture can help manage this one. When you think through your leadership team, are you seeing any of these behaviors? Now is the time to interrupt and redirect before you lose good team members! Thanks to the Korn Ferry article to pointing out behaviors that could be signaling leaders having negative impact! #EQ #leadershipdevelopment  https://lnkd.in/gyDiMac8

Hiring a toxic leader can be an extremely costly mistake for a company. Toxic leaders create a hostile work environment that diminishes employee morale and productivity. Their destructive #behaviors and attitudes can lead to increased absenteeism, decreased motivation, and higher turnover rates, all of which impact the company's bottom line. Moreover, these individuals often leave a long-lasting negative impression that can tarnish a company's reputation. And in our interconnected world, no business can afford a tarnished reputation. Word spreads quickly, and potential employees may steer clear, while valued customers re-evaluate their partnerships. It's essential that hiring managers look beyond just qualifications and experience during the recruitment process. Emotional intelligence, leadership styles, and character traits should also play a significant role in the decision-making. Remember, the cost of replacing a toxic leader goes beyond just financial implications. It's about maintaining a healthy, positive, productive culture where everyone can thrive. A single toxic leader can dramatically shift that dynamic. Hence, invest time and resources wisely in the hiring process. It's not just about filling a vacant role; it's about shaping the future of your organization. #hiring #jobs #careers #talent #hr #humanresources #people #culture #values #growth #business #strategy #hrstrategy #team #branding #leaders #leadership #linkedin #hiring #linkedinconnections #talentnexa #aach

Leadership "Many employees quit their boss, not their job. Indeed, a recent Gallup study of over 7,000 adults found that 50% of employees quit to escape an incompetent manager." A stellar individual performer will not necessarily make a great leader. The article has some interesting insights into this dynamic. Have a good week!

An article about how great listening in the workplace makes great leaders. https://lnkd.in/g2hDuNnC #listeningskills #compliancemanagement #inhousecounsel #leadershipdevelopment

📢 Attention Leaders! Are you truly in touch with your team? 🤔 Recent research reveals some eye-opening insights on how leaders might be out of sync with their employees. 🌐 Dive into the latest findings by Scott Mautz on Inc. and discover the 6 critical areas where misalignment often occurs. These gaps can significantly impact your organization’s success and culture, from overestimating team morale to underappreciating work-life balance. 1️⃣ Misjudging Motivation - Are you assuming what drives your team? 2️⃣ Communication Breakdowns - Is your message really getting through? 3️⃣ Overlooking Burnout - Can you spot the signs of fatigue? 4️⃣ Ignoring Feedback - Are you truly listening to your employees? 5️⃣ Misaligning Priorities - Are your goals reflecting their needs? 6️⃣ Underestimating Career Development - Are you supporting their growth? It’s time to bridge these gaps and foster a more connected, engaged, and productive workforce. 📈✨ By understanding these disconnects, leaders can implement strategies that enhance communication and motivation and align with their employees' true needs and aspirations. 📢💡 Stay ahead of the curve! Read the full article here and start making impactful changes today! #Leadership #EmployeeEngagement #WorkplaceCulture #BusinessGrowth #TeamSuccess #Communication #Motivation #CareerDevelopment

A common mistake that I see lots of managers/team leads make- They’ll hire great talent- then micromanage them. Such teams will end up shooting themselves in the foot due to the following reasons: 1. High Turnover Rates: Employees who feel micromanaged are more likely to become frustrated and seek employment elsewhere. This can result in high turnover rates, which can be costly for the organization. Consider a scenario where several employees leave a company due to feeling stifled and micromanaged. The cost of recruiting, hiring, and on boarding new employees will be significant 2. Reduced Productivity: If a manager insists on approving every minor decision, it can create bottlenecks and slow down the overall progress of projects. Constantly monitoring and directing every aspect of an employee's work can slow down the decision-making process and lead to decreased productivity. Employees may become dependent on the manager for even minor tasks. 3. Inability to groom future leaders If employees are always told exactly how to approach a task, they likely will not develop the skills needed to think critically and solve problems on their own. When employees can’t think critically, they cannot become future leaders Micromanagement is quietly killing your team performance. organizations that recognize this will emerge victorious Thoughts? #leadership #management

It's often said that people don't leave jobs; they leave managers. The reasons behind job departures frequently point to issues within the manager-employee dynamic. A strained connection, lack of communication, or a boss who piles on pressure can drive valuable team members away. Managers bear the responsibility of understanding the ins and outs of their industry and, equally important, the capabilities of their team. Managers who set unrealistic goals and push their team too far are the reason behind high turnover rates. And turnover is not just a personnel issue; it's a costly business challenge. Turnover is expensive. Replacing a team member involves recruitment costs, onboarding time, and the potential dip in productivity during the transition. Inability to retain good people is a red flag for poor leadership. As leaders, it's our duty to foster a positive work environment, nurture talent, and create a culture where individuals thrive. Remember, your team is your greatest asset. Invest time in understanding their strengths, set realistic goals and communicate effectively. The result? A motivated, engaged, and loyal workforce that propels your organization forward. #Leadership #EmployeeRetention #CareerSuccess #LeadershipMatters

Placing the right people in positions where they are motivated to work is generally considered a sound and effective approach to workforce management. When individuals are aligned with roles that match their skills, interests, and motivations, several positive outcomes can be expected: 1. Increased Productivity: Motivated individuals are more likely to be productive and engaged in their work. They are likely to invest time and effort into their tasks, leading to better overall performance. 2. Job Satisfaction: Matching people with roles that align with their skills and passions enhances job satisfaction. When individuals enjoy what they do, they are more likely to find fulfillment in their work. 3. Reduced Turnover: Employees who are content and motivated in their roles are less likely to seek employment elsewhere. This can result in lower turnover rates, saving the organization time and resources associated with recruitment and training. 4. Innovation and Creativity: When individuals are motivated, they are often more creative and innovative. They are likely to bring new ideas and perspectives to their roles, contributing to the organization's growth and success. 5. Positive Organizational Culture: Placing individuals in positions that align with their motivations contributes to a positive organizational culture. This can foster a collaborative and supportive work environment. And I can also think about two more key aspects of placing leaders in their motivational roles: 6. Influence on Team Morale: A leader's motivation and enthusiasm can have a significant impact on the morale of the team. When a leader is genuinely interested in and motivated by the work they do, it sets a positive example for others to follow. 7. Resilience in Challenges: Motivated leaders are better equipped to handle challenges and setbacks. Their passion for the work can drive them to persevere in the face of difficulties, serving as a source of strength for the entire team. #matchskillstomotivationtoindividual #leadershiplessons #team #vision #management

📢 "The best managers are individual contributors who aren't interested in managing people" - wise words from the late Steve Jobs. As a professional, I couldn't agree more with this statement. In today's fast-paced and dynamic work environment, the role of a manager has evolved to be more than just overseeing and delegating tasks. It requires strong leadership skills, strategic thinking, and the ability to inspire and motivate a team. However, it's important to remember that being a great manager doesn't mean losing touch with individual contributions. In fact, being an effective leader means being able to roll up your sleeves and work alongside your team, rather than just giving orders. As we continue to navigate the ever-changing landscape of the workplace, let's remember to stay connected with our individual contributions and strive to be the best managers we can be. #leadership #teamwork #professionaldevelopment #management #peterprinciple https://lnkd.in/dpCjWvd3 What are your thoughts?

"Companies miss the mark on high managerial talent in 82% of their hiring decisions, which is an alarming problem for employee engagement and the development of high-performing cultures in the U.S. and worldwide. (...) Most companies promote workers into managerial positions because they seemingly deserve it, rather than have the talent for it. This practice doesn't work. Experience and skills are important, but people's talents -- the naturally recurring patterns in the ways they think, feel, and behave -- predict where they'll perform at their best.(...) However, when companies can increase their number of talented managers and double the rate of engaged employees, they achieve, on average, 147% higher earnings per share than their competition." Gallup Jim Harter