At Progress Consulting, our mission is to help organizations X•L•R•8•Progress™ – to see their optimal future more clearly …and realize it more quickly and easily™.
This post explains how to build leadership to X•L•R•8•Progress™ !
A narrow view of leadership is “getting other people to do what you want”. But that’s not much of a legacy, is it?
A broader, richer, more holistic view was described by John Quincy Adams this way:
If you inspire others to dream more, learn more, do more and become more, you are a leader.
The business case for such leadership is employee engagement.
According to the Conference Board of Canada, employee engagement is a heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or co-workers that, in turn, influences him/her to apply additional discretionary effort to his/her work.
This describes a win/win scenario:
- Win for the individual – greater workplace satisfaction and enthusiasm, and
- Win for the organization – enhanced investment of employee inputs at no additional cost.
And it is the product of the type of leadership that Adams describes.
An organization that inspires people to dream more, learn more, do more and become more builds its capacity to accelerate progress. Such a workplace is rewarded with the high morale, low turnover and freely given discretionary effort of employee engagement.
Think of times when you said, “I’d do anything for that person”. What qualities did that person exhibit? How many people say that about you? How often do people say that about all of the executives, managers and supervisors in your organization?
Companies pay a fortune in methods and techniques designed to engage their employees. Yet the most powerful method of all is as simple as it is complex – providing inspiring, authentic leadership. And it is a quality that is always available to anyone who seeks to develop it.
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