Two Strategic Questions

I have two very important and straight forward questions for you, which are:

 

Are your employees actually “happy” at work?

Do your employees truly feel “secure” in their jobs?

Your organization may be surprised at the answers. I recently received the results of a Rutgers University Work Trends survey study which reported that American workers are unhappy, worried and pessimistic about their post Great Recession futures.

 

With regard to Question #1… Rutgers University’s report revealed that only a scant 14% of the workers surveyed said that they were happy at work. The flip side of this finding would indicate that the other 86% of the workers surveyed were in fact “unhappy” at work.

 

The eerie thing about the Rutgers report is that it directly corresponds with a report of several years ago which was performed by Salary.com. At that time, Salary.com reported that 84% of all American workers were either “unhappy” or “dissatisfied” with their job or career. Salary.com also concurrently reported that 86% of all American workers were not fully engaged in their work.

 

When it comes to Question #2… the Rutgers report states that 70% of the workers which they surveyed did not feel secure in their jobs.

Regardless of how you frame these reports, the picture that they paint is quite somber. Given that the Rutgers University and Salary.com reports were conducted nearly five years apart – Clearly signifies that the Rutgers findings are not simply a momentary snapshot of a current circumstance. In consideration of the lengthy time frame that these feelings have prevailed, it is also something far more than a trend.

In consideration of such an extended period of time, what your organization is now confronted with is an engrained pattern of negative perception (thinking) which translates into negative feelings and then manifests as negative behavior in the form of lack of engagement, impaired productivity and indifference. Simply stated… a poor (negative) “attitude”. Moreover, that attitude has now become habitual.

As first cited above, when your people are unhappy, worried and pessimistic – They are not going to have positive attitudes, nor are they going to have “hope” of a better future. Research has time and again confirmed that there is a direct correlation between attitudes and productivity. These attitudes and behaviors also result in increased absenteeism and employee turnover.

What then are you as an employer to do? Your first undertaking is to comprehend what author Patrick Lencioni refers to as ‘The Three Sign of a Miserable Job” which he defines as:

Feeling of anonymity. As I have cited before, the number one cause of employee turnover is a lack of connection with the employer. In essence, not “feeling” that they belong. The relevant questions is… do your people feel “valued” as individuals or do they feel like a number who just happens to have some skills that your organization happens to need at the present moment?

 
Inability to measure the quality of their own work. When people don’t know how their work brings value to the organization, they are resultantly incapable of finding value in themselves and the work that they perform. In like fashion, when they don’t have performance standards to live up to, they are incapable of setting similar standards for their own lives.

Not understanding the significance of what they do and how it affects both internal and external customers. There is a clear disconnect with your organization when your people don’t understand how their work benefits the organization, let alone the achievement of its objectives and goals. This is a very common circumstance and is highly detrimental to both internal and external customer relationships.

As an employer that undoubtedly has a genuine concern regarding their workers job satisfaction, what you need to comprehend is that the above cited reports and related issues inevitably boil down to three distinct issues: 

       Organizational Leadership.

       Communication.

       Personal Leadership (on the part of the employee).

The good news is that all of these foundational issues can be readily addressed with appropriate developmental training.  

As a valued resource partner, we can readily assist your organization and your people to… Learn more… Do more… Become more.

 

Copyright © 2015 Developing Forward | Thomas H. Swank, CBC

2015 HR Survey Results Are In

In case you haven’t reviewed the Harvey Nash HR Survey 2015 as yet, there are a number of highly interesting facts contained in this year’s survey that you should take note of.

 

38% of HR professionals reported that their organization did not have any strategy in place for formal talent management including employee engagement, development and succession planning.

HR professionals stated that they are less satisfied today with the progress being made by diversity issues than one year ago. This sentiment is further reflected by the 7% drop in diversity satisfaction on an overall organizational basis. Nearly half of all organizations (48%) were not happy with the lack of progress with the diversity efforts of their organizations. Which raised the question… Has diversity progress stalled?

Job satisfaction on the part of HR professionals continued to fall over the past year. A significant drop of 5% meant that less than one third (32%) of all HR professionals were “satisfied” in their HR role. Conversely, this translates into 68% of all HR professionals being “less than satisfied” with their professional career role.

The concern over an 11% leap in ageing workers placed this issue second on the list of Labor Market Challenges for the year.

Skills shortages dropped 8% over the past 12 months which also placed it high on the list of Labor Market Challenges for the year.

Talent scarcity has become a greater challenge within the past year which has resulted in placing greater importance on employee engagement, as well as organizational culture and values.

44% of HR professionals are expected to change jobs within the next 24 months.

The “Top 3 Priorities” of Boards for 2015 are:

 

            #1 Priority         Develop leadership capability.

            #2 Priority         Improve talent management.

            #3 Priority         Grow employee engagement.

The “Top 3 Issues” of major concern are:

            #1 Issue            Ageing workforce.

            #2 Issue            Demand for flexible working.

            #3 Issue            Employee education not meeting skill needs.

As you can readily see, the vast majority of the expressed concerns center around two key organizational issues… Leadership Development and Diversity Training (in particular Generational Diversity).

In our role as a Premier Training and Development organization, our two signature development programs are “The Leadership Academy” and our Generational Diversity Program “Leadership For The Ages”.

I invite you to learn why our municipal and corporate clients along with their participants rate our programs so highly in comparison to all other professional training they have previously received.

As a valued resource partner, we can readily assist your organization and its people to… Learn more… Do more… Become more.

Never Forget Who You Are

You frequently hear reports of leaders who for a time “forget who they really were” and who lost touch with reality amidst the trappings of success and their station in life. Many a state governor, congressman and business executive have fallen prey to this fall from prominence and public grace.

 

Several recent events reminded me of the story about a former United States Under Secretary of Defense who was delivering a corporate speech to a gathering of over one thousand business executives several years ago.

 

During his presentation, he paused for a moment to take a sip of coffee from the Styrofoam cup which he was holding. As he briefly gazed at the cup in his hand, he interrupted his presentation to then say…

“When I spoke last year at this same venue for this very same event, I was at the time the Acting Under Secretary of Defense. I was flown to this event business class. When I arrived, there was a car and driver waiting to take me from the airport to the hotel where someone had already checked me in. I was then taken directly up to my room.

The next morning we I came downstairs, there was someone waiting in the lobby who then took me to this very same venue where I was taken to the back entrance and then escorted directly to the green room… At which point I was served a cup of coffee in a beautiful ceramic mug.

It is now a year later… and I am no longer the acting under secretary. This year I flew coach and then took a taxi to the hotel where I checked myself in. This morning, I took another taxi to this same venue… walked in the front door… and found my way back stage on my own. At which point I had to ask… Do you have any coffee? After which someone simply pointed to the coffee machine over in the corner. I then poured myself a cup of coffee in this Styrofoam cup.

The object lesson is this… the ceramic mug of coffee was never meant for me. It was meant for the position that I held. What I ‘deserved’… was a Styrofoam cup.

As you become more successful… As you do well in life… You will be rewarded with many advantages. People will refer to you as ‘Sir’ or ‘Ma’am’… They will carry your luggage… They will hold doors open for you… They will bring you a cup of coffee or tea without you even asking for it. But it’s not meant for you, it’s meant for the position that you hold… And when you move on… they will give all of those things to your successor.

Never… ever… forget who you are… and that what you ‘deserve’ is a Styrofoam cup.”

I can personally relate to the former Under Secretary’s message, as I have had a somewhat similar experience a few years back myself. After boarding my U.S. Airways flight from Dulles International to the Denver International Airport in Colorado, I soon found myself along with the rest of the passengers and crew grounded on the tarmac for over three hours due to several mechanical difficulties with the aircraft.

After finally disembarking from the disabled aircraft, we boarded another plane for the flight to Denver. Unfortunately, by the time that the plane finally took off, it was more than apparent that I would miss my connecting flight out of Denver to Helena, MT. Moreover, the 10:20 PM, flight was the last flight out for the night. Therefore, I was destined to be stranded in Denver later that night.

Prior to the delayed take off from Dulles, I placed a cell call to my client contact in Montana to inform them of the unexpected delays and that I would miss my connecting flight in Denver. I was advised to just relax and enjoy the flight and to call them once I had landed at Denver International.

Upon touch down in Denver at 12:30 AM, I immediately called my contact who instructed me to proceed to a specific gate at the airport where a car and driver would be waiting for me. They reassured me that I would not be spending the night stranded in Denver and that the driver would explain things more fully from there.

As I proceeded through the airport terminal, I saw extensive lines of my fellow co-passengers waiting to deal with a customer service representative about their unanticipated circumstance and how the rest of their night would unfold. Then too, I didn’t exactly know how mine was going to unfold either.

When I got to the specified gate, I was met by a very polished chauffeur who whisked me away in his limousine and then informed me that we were going to the commercial side of the airport where a private jet was awaiting me. My first thoughts were… are you kidding me? Are you talking to me?

A few minutes later we arrived on the commercial side of the airfield which was completely dark with the exception of one brightly lit facility which belonged to a corporate charter company. As I entered the facility, the gentleman at the front desk inquired… are you Mr. Swank? To which I replied yes. He (the owner) replied… I don’t know who the heck you are… but you must be someone who is pretty darn important to get me and a top notch private pilot out of bed in the middle of the night!    

He then introduced to me to my pilot who escorted me to our corporate charter. Moments later, I found myself viewing a gorgeous western night sky while aboard what I equated to be my “Pretty Woman” flight (hope you grasp the movie reference). A little over three hours later at 3:40 AM, we quietly and discreetly touched down in Helena, MT where my contact was patiently awaiting my arrival.

For many people, this event may have seemed very surreal. After all, it was potentially a once in a life time experience. While my ego could have soared for a moment, it never did. For I realized that it was entirely about the agenda for the next business day… it wasn’t about “me”.

In closing I, like the former Under Secretary urge you to keep your head about you and to realize the perks which you enjoy are for the position you hold or will one day hold and are not for you. The top CEO’s of America’s Fortune 500 companies typically only have an average tenure of about three and one half years.

So, never ever forget who you are and where you came from. Your deserve a Styrofoam cup… just as I deserved coach and a night stranded in Denver.

The Leadership Academy… Learn more. Do more. Become more.

Copyright © 2015 Developing Forward | Thomas H. Swank, CBC

New Beginnings

While the arrival of January 1^st signifies the official start of the New Year, very rarely does it translate into new beginnings. The fact is that less than half of the U.S population even make a New Year’s Resolution to begin with, let alone keep it.

According to the 1/1/2014 report issued by the University of Scranton Journal of Clinical Psychology, only 45% of American’s actually make a New Year’s Resolution in the first place. Of those that do, only a scant 8% are successful in keeping their resolution and achieving their personal objective. When viewed in terms of the U.S. population in its entirety, only 3.24% of Americans from an overall perspective keep their resolutions.

The thing that I find ever so intriguing about the University of Scranton’s findings is that they so accurately mirror another college study that pertained to goals achievement. Some months back I was listening to Joel Osteen one evening who was talking about a goals study that had been conducted by Princeton University several decades ago. The research team had surveyed the graduating class to find out how many of the graduates actually had “written” goals for their life.

Only a mere 3% of these esteemed college graduates actually had written goals for what they wanted to achieve with their lives. After tracking the graduating class over a period of twenty years, what the researchers learned was that the three percent of the graduates who had written goals at the time of their graduation had:

            Higher earnings.

            Greater wealth.

            More friends.

            A lower divorce rate.

            Greater work-life balance.

            More happiness.

While I can’t speak for you… from my perspective, these six life factors translate into one all important thing… “success”.

In case you’re interested, the reason “why” this is so important in present day January 2015 is the fact that the conclusion of the University of Scranton’s more recent research was that “People who explicitly make resolutions are 10 times more likely to attain their goals that people who don’t explicitly make resolutions.”

The good news is that your New Year is still brand spanking new, so if you haven’t chosen a meaningful resolution (goal) for this year and you want a real shot of increasing your chances tenfold for achieving meaningful success in 2015… Then allow me the privilege of helping you to make a sound decision.

Here’s the important question that you need to answer… “What is the one thing in your life that absolutely has to change?” No fudging allowed. You know exactly what it is. Now go write it down on paper and then write out a real plan to achieve it.

Lastly, ask yourself one more question… “What is the consequence that you will have to live with (maybe forever) if you don’t change it?”

I often share the following original quote from my book during workshops and events… “Success is out there for the taking… If you are willing to do what it takes.”

Here’s to your every success in 2015 and beyond!

Copyright © 2015 Developing Forward | Thomas H. Swank, CBC | All Rights Reserved.

Thanksgiving Day Proclamation Of 1789

As leaders in this day and this time, it is incumbent upon us collectively to both recall and reflect upon the true heritage of our nation and its public observance of a day of Thanksgiving and prayer.

Thanksgiving Day 1789

By The President of the United States of America – A Proclamation

“Whereas it is the duty of all nations to acknowledge the providence of almighty God, to obey his will, to be grateful for His benefits, and humbly implore His protection and favor – and Whereas both Houses of Congress have by their joint Committee requested me ‘to recommend to the People of the United States a day of public thanksgiving and prayer to be observed by acknowledging with grateful hearts the many signal favors of Almighty God, especially by affording them an opportunity peaceably to establish a form of government for safety and happiness.’

Now therefore, I do recommend and assign Thursday the 26^th day of November next to be devoted by the People of these States to the service of that great and glorious Being, who is the beneficent Author of all good that was, that is, or that will be – That we may then all unite in rendering unto Him our sincere and humble thanks – for His kind care and protection of the People of this country previous to their becoming a Nation – for the signal and manifold mercies, and the favorable interpositions if His providence, which we experienced in the course and conclusion of the late war – for the great degree of tranquility, union, and plenty, which we have since enjoyed – for the peaceable and rational manner in which we have been enabled to establish constitutions of government for our safety and happiness, and particularly the national One now lately instituted, for the civil and religious liberty with which we have been blessed, and the means we have of acquiring and diffusing useful knowledge; and in general for all the great and various favors which He hath pleased to confer on us.

And also that we may then unite in most humbly offering prayers and supplications to the great Lord and Ruler of Nations and beseech Him to pardon our national and other transgressions – to enable us all, whether in public or private stations, to perform our several and relative duties properly and punctually – to  render our national government a blessing to all the People, by constantly being a government of wise, just and constitutional laws, discreetly and faithfully executed and obeyed – to protect and guide all Sovereigns and Nations (especially such as have shewn kindness unto us) and to bless them with good government, peace and concord – To promote the knowledge and practice of true religion and virtue, and the increase of science among them and Us – and generally to grant unto all mankind such a degree of temporal prosperity as He alone knows to be best.”

Given under my hand at the City of New York the third day of October in the year of our Lord 1789.

George Washington

As my family and I prepare to observe in accordance with the spirit and content of President Washington’s Thanksgiving Proclamation… I pray that our sovereign nation would again be blessed with authentic leadership such as first founded these United States two hundred and thirty eight years ago, and that almighty God would bring forth Godly leaders that would follow His divine plan, purpose and will for our nation, heal our land, unite our People and restore the foundational premise of our nation’s existence.

I  extend my sincere and earnest wish to you and your family for a Happy Thanksgiving!

To your every success in leadership and life,

Tom

Thomas H. Swank, CEO

The Leadership Academy

How To Choose A Leader

In a few short weeks you will again be confronted with the awesome responsibility of heading to your local polling place to cast your ballots for the election of local, state and national offices that require authentic leadership as a prerequisite to the solemn duties of their respective offices.

 

What is your personal and professional responsibility when it comes to choosing a leader?

There are hundreds of characteristics, attributes and qualities that great leaders can embody and exhibit. However, no single leader could ever possess all of these various characteristics.

As you live out your personal and professional life you will be presented with ongoing opportunities to participate in the selection or election process for governmental, business workplace, civic and church leadership.

 Following are some key considerations and questions that you would be wise to weigh carefully as you execute your personal and professional responsibility of selecting future leaders:

Does the individual consistently tell the truth and then conduct themselves in an honest and principled manner? 

Is the individual reliable, faithful and trustworthy? Does he or she actually do what they say they will do?

Does this individual honor their commitments to spouse, family and their organization? 

Is this individual genuine and authentic? Are they the real deal?

Is this individual generous to others, especially those who are in need?

Does this individual communicate and exhibit sound reasoning?

Does this individual exhibit high moral, ethical and spiritual character?

Is this individual fiscally responsible? Is he or she conscientious about paying their financial obligations?

Is this individual a good communicator that respects others while being kind, considerate and gentle? Is he or she a good listener?

Is this individual humble and well grounded? Does he or she treat others with dignity, appreciation and a spirit of service?

Does this individual consistently extend common courtesies to others?

Is this individual careful? Does he or she thoroughly review all of their options and carefully consider the ramifications of his or her decisions?

Does this individual exhibit self-control in his or her habits?

Is this individual prepared to be an appropriate example for others to follow? Does he or she live by these same standards of personal and professional conduct?

Does this individual know how to relax, have fun and make others laugh without having to resort to inappropriate content, coarse jokes, crude language or stories?

Does this individual exhibit patience and life balance? Is he or she even tempered or are they easily irritated?

Is this person a bridge builder and a peacemaker who seeks to forge mutual beneficial long term relationships? Does he or she avoid arguments and pursue constructive ways to resolve differences?

Does this individual bring out the best in others?

Does this individual inspire others to learn more, do more and become more? Does he or she help others to develop their potential?

Does this individual accept full responsibility for their errors and mistakes? Does he or she show remorse, make amends and do all that they can to make the situation right?

Is this individual genuinely modest? Does he or she focus on the accomplishment and achievements of others rather then their own successes?

Does this individual interact and work well with others and exhibit good judgment while executing well thought out decisions that demonstrate wisdom and fairness?

Is the individual fully prepared to stand up for the truth and then follow through by doing the right thing… No matter the personal or professional cost to themselves?

Does the individual share and support your values or position with regard to the matters or issues at hand?

At a personal level you may have other points or perspectives for evaluating or scrutinizing potential leadership. Regardless of how you ultimately make your leadership decision, it remains your personal and professional responsibility to thoroughly evaluate, examine and test leadership candidates. It is extremely important that you observe both their behaviors and body language, as this will provide far greater insight into the candidate than their mere words.

Also, take the time to also thoroughly review all available information including resume, website, social media and public records. In the case of public elections, be sure to review all available campaign materials. 

Lastly, as a leader it is incumbent upon you to continue to apply these characteristics, attributes and qualities to your personal and professional life… And to those whom you lead in all the arenas of your life to do the same.

The Leadership Academy… Changing the way organizations and people work, perform and live.

Copyright © 2012-2014 Developing Forward | Thomas H. Swank, CBC.

Leadership In Conflict

Issues of conflict arise within an organization week in and week out. The important question is… How effective is your leadership in dealing with and then resolving these situations?

 

Leaders who fail to appropriately master conflict on their watch ultimately permeate the tension and stress in their organizations while hampering their own careers. Interestingly enough, many leaders actually feel more courageous and internally settled when it comes time to confront the issue or individual that is at the forefront of the conflict.

Often times, leaders who are confronted with an issue involving conflict actually find themselves conflicted about how to handle the issue that is facing them. This self-confliction invariably results in approaches that yield ineffective outcomes… for example:

They assert their authority and attempt to win regardless of the impact it may have on others. In the process, they fail to consider “what might work” for the others involved.

The leader assumes a parental state in dealing with the conflict which results in them fault finding and then blaming others for their potential shortcomings. They may find them self looking down over the rim of their glasses, possibly pointing their finger at others and uttering things such as “You should have…”, “Why didn’t you…” or “If you hadn’t…”

Leaders may have developed the habit of viewing situations solely from the perspective of their world and consequently lack the appropriate empathy to consider how the conflict may be affecting others that are involved in the situation.

The leader may react impulsively to questions, rather than take the appropriate time to think matters through and provide a skilled and articulate response.

Leaders may avoid being honest regarding how they feel about a given situation. In some instances, they may even resort to emotional outbursts in order to mask the negative feelings which they may harbor.

If the leader is not cognoscente enough to maintain appropriate respect for others at all times, then there is a high likelihood that they will inadvertently lead others to feel that they don’t respect them.

Leaders often tend to add to the process of over analyzing the issue at hand, rather than effectively focusing on the creation and implementation of an appropriate solution.

It is ultimately every leader’s responsibility to engage conflict situations with a “constructive” approach that will bring clarity to the situation, identify critical issues, stimulate strategic thinking and foster creative resolutions.

 

The Leadership Academy… Changing the way organizations and people work, perform and live.