One leader behavior reduces turnover intention by
Want to know what it is?
Watch the video.
What People are Saying…
How Approachable Leadership Helps Reduce Turnover and Improve Retention…
Improved my Professional and Personal Relationships
“I’ve used his 3-question strategy every day, both in my personal and professional relationships, to become a better coach, sister, and friend.” Lori, Business and Entrepreneurial Services Coordinator
Stop-Listen-Confirm Helped Me Connect Better with Staff
“I have a problem “multi-tasking”: keeping on the computer when people stop by my office to ask a question or talk. I was listening… but… not really listening. And, I had a habit of working on my answer to their question before they were finished with their comments. I’m now adopting the “SLC” principle.” Ray, Training Attendee
Two Immediate Takeaways
“I was able to immediately incorporate the ideas from the concept of approachable leadership into an employee disciplinary discussion. The ideas of understanding the level of confidence it takes an employee to talk to their supervisor and the ability for a supervisor to show compassion and understanding even if they do not agree with the situation to help hold a dialogue with the employee were two immediate takeaways I utilized.” Joey, Workshop Attendee
Reduced Turnover and Tension
“I’ve noticed a big difference at our facility. It’s a very positive feel & feedback from my people. Instead of, ‘I’ll get to it’ attitude, they now go with their people. .. listen & act. There was a tension here that’s been reduced. And, our turnover is now less.” Dennis, Plant Manager
Work is More Fulfilling and Fun
“The ’60-Day Challenge’ woke me up. In my communications, I found I hadn’t made myself as clear as I thought I had. When I asked the first question, I did get some, ‘Yeah, right!’ type responses. But, I stayed with it. Personally, this effort made me feel very good. Now, it’s like, ‘Good Morning Viet Nam!’ when I come in. I’m more focused and on task. Work is now more fulfilling. I’m having fun coming in to work.” Fred, Workshop Attendee
More People Approach Me After the Workshop
“SLC” has got to be universal across all shifts and all buildings. Since I’ve been working on my ‘Challenge’, I’ve noticed a greater number of people coming to my office. I now invite them to sit down when they do.” Brian, Workshop Attendee
I’m Enjoying Coming to Work Again
“I’m using and asking the “3 Questions”. I’m working on reducing the ‘PITA’s’. I love giving positive feedback. I’m enjoying coming in again.” Orly, Workshop Attendee
Do you ever think, “I don’t think this person cares about doing good work.” This is the Villain Assumption. Good leaders make the Hero Assumption instead.
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Generational stereotypes are bad for business.
Seems like our culture has become obsessed with generational stereotypes. New articles come out day after day. And they purport to have uncovered some great new insight into how to deal with the millennials creeping into our offices. Here’s my insight.
Most of it’s bullshit.
People are just people. And we all want the same things. We want to be engaged. And to be challenged. We want to be respected. To be compensated. And to be valued.
Change Leadership is a hard job. And it’s never ending.
This is because change is a routine part of life – a blessing and a curse. American journalist, Sydney Harris put it this way:
“Our dilemma is that we hate change and love it at the same time; what we really want is for things to remain the same but get better.”
Humans are made for change, but we can also be overwhelmed by it. Especially the speed of change. It’s important that, as leaders and people, we understand the human nature of resistance to change. And how that resistance burns up both physical and emotional energy.