How to Retain your Leaders
Today, I want to make a BOLD statement: Retaining and supporting your leadership talent is more crucial now than ever before!
Why?
Firstly, leaders are tired, stretched, and, for the most part, have change fatigue (too much change too fast!).
Secondly, leaders set the tone, shape your culture, and drive your organization forward.
Finally, leaders can make or break someone’s work experience. We all know that people leave bad bosses!
So, if you are an executive, senior leader, or in Human Resources, what can you do to support your leaders?
I’ve got a list for you.
I call it the 4 C’s of leadership retention.
- Compassion: Leaders are juggling a lot these days. They manage heavy workloads, deal with constant change, and look out for their team’s well-being. Show them some empathy, for example, if they are not hitting every deadline perfectly. A little kindness goes a long way when you demonstrate sympathy and understanding.
- Curriculum: Many people get thrust into leadership roles without a user manual. Take my client Scott, who was incredible at his job and was promoted because of it. At 28, he didn’t know the first thing about leading a team and started to feel like he was failing at his job. But once I taught him the tools necessary to lead, he was back on top. The lesson? Teach people how to lead. It’s not innate; it’s learned.
- Culture: I like to define culture as “how we do things around here.” Do you show your leaders appreciation? Do you give them space to make decisions? Do you have clear values that everyone, starting at the top, lives by? Create a motivating environment where your leaders can thrive, and they’ll want to stay.
- Coaching: This is the secret to a great organization. Are you coaching your leaders to solve problems and make decisions confidently? Are you training them to coach their own teams? A coaching culture empowers everyone and keeps your leadership talent engaged.
Organizations and executives can’t just focus on their own goals. In today’s work environment, supporting your leader needs to be a priority.
So, where can you start?
How about a simple “How are you doing today?” or “How can I support you?”
These four to five words can make all the difference!
