Employees Don't Leave Jobs-- They Leave Poorly Trained Managers and Supervisors It's an old saying, but it's true. Wouldn't it be great if all your managers could motivate employees as well as your best managers do? Jody Holland Training has done just that. Jody has taken the best of the research from the last 40 years of looking at why people perform within an organization and broken it down into the functional skills of a great manager. The misconception that many people have is that because someone is good at a basic skill, they will be good at managing people who need to have that basic skill. The reality is... doing and managing people who do are two drastically different things!
Jody Holland Training provides just that... a New Way to Train Your Managers… Offering leadership training for your managers has tremendous ROI value in retention, motivation, and productivity, but leadership training has been a challenge up until now—how to assemble the budget, the people, the time—it often seemed impossible. But now, the training comes to your employees one at a time. All they need is a computer with a dsl Internet connection speed. No travel; no day long group meetings; no expensive trainer....just a computer and person willing to learn new skills or hone old ones. Yay! I’m A Supervisor… Oh man! I’m A Supervisor This series of courses provides all of the content needed to bring any willing participant up to speed on those skills needed to lead a team. Courses:
Coaching for High Performance
Personal Goal Setting
Work-Life Balance and Time Management
Group Decision Making
Ethics in Business
Employee Engagement Thoughts... The key to successfully creating employee engagement comes down to intentionally creating the right culture. The right culture is defined as an environment where employees feel safe, appreciated, important, and successful. This type of culture only exists when top management takes the time to invest in the skills, capabilities, and direciton of their teams. With the changes that we have experienced in our workforce over just the last seven (7) years, we have entered into a new phase of business. We are managing a multi-generational team (4 generations). The requirements for success have changed.
Gone are the days of employees changing to fit the needs of leadership. We have flipped the organizational chart upside down. It is now about supporting the success of our people through "Servant Leadership" and true caring. We demonstrate that we care by exhibiting the following business behaviors...
1. Hire the best and pay them the best we can. If you don't invest in the up-front hiring process, there is a very good chance that you will get what you pay for. 2. Deepen the management and leadership knowledge of our teams. It is crucial that we invest in teaching our teams to manage and lead effectively. Just because someone was good at their non-management job, does not mean that they will be good, or even effective, at their management job. Managing people who are doing a task is completely different than managing that task. Know your people and invest in helping them see and realize their full potential. 3. Communicate at all levels. It is critical that we keep our teams informed on the vision, direction, and purpose of our organizations. It is also critical that we give regular and effective feedback. This can be accomplished through the use of performance appraisals, 360-feedbacks, climate surveys, and good 'ol fashion discussions. 4. Lead by example. We cannot rant, cuss, throw things, and complain and then expect our workplace to be different. If we want great service to be delivered to our customers / clients, then we must deliver great leadership service to our teams. If we want people to communicate, then we must first communicate. We have to be what we want our teams to be. 5. Always have a plan for the future of your people. We have capital improvement plans, exit strategies, and strategic plans, but how often to we have talent plans? It is our job as leaders to benchmark the strengths of the organization and utilize those strengths to ensure that all of our other plans will work. This can be accomplished through the use of psychometric assessments, leadership evaluations, and a deep knowledge of the human capital that exists at ALL levels of our teams.