Leadership Accountability Needs Transformation

While most leaders are measured on the basis of business results, organizations must begin holding leaders accountable for building a strong and enduring culture, listening to feedback, and engaging and retaining their teams, according to a new study just released Global Human Capital Trends 2015 by Deloitte University Press. They went on to state, “Our research indicates that the transformation of the aging performance management process is long overdue.” It has been known for quite some time that what worked in the last century doesn’t work in the new millennium but how much it doesn’t work is just coming to light. When it comes to approaches to leadership, words like engagement, tactics and dynamic are thrown around as if playing the game show Wheel of Fortune. While words do matter, leadership is all about managing performance — their own and that of their workforce. Rethinking how leaders lead! A leader is as much about walking a tightrope between being a visionary and cheerleader while at the same time being a manager of performance, productivity and sustainability. Today’s organizations want leadership accountability not just in the present but in the decades that follow while requiring transformation – transformation that will meet the future needs. The new leadership paradigm is no longer confined by boxes and ladder climbing but rather has a natural flow of focus where leader and employee are so connected that the employees hold the vision of the leader in their heart. There is a natural flow to focus in the workplace – is leadership taking advantage of it? How does focus flow throughout your business? The ideal communication flow is seamless and when necessary, both leader and employee have a way of release and regeneration which provides the sustainability. Here are some of the ways to up the accountability factor while boosting future performance management: • Develop a leadership regeneration and re-creation program to increase innovation and sustainability (golf and tennis are not considered good down time because they are too left-brained of an activity) - create a vacuum to empty the mind and generate ideas. Carve out some quiet time every day to think, reflect and envision a better future. • How employees feel physically, mentally and emotionally when they are working changes their productivity - the workforce environment either enhances their focus and productivity or is an obstacle to it. Little things such as the color of walls, noise pollution and a poor flow of focus throughout the physical workplace can create a very un-welcoming environment. So can the lack of communications and direct connection with leadership. Successful leaders will walk through the office regularly and connect face-to-face if possible. • When the workforce is more engaged they are more focused on what you want them to do. Your workforce is always focused on something but is it what you want them to focus on? Connect with them, get their feedback and above all, make the communications circular so they are involved and engaged. • The flow of focus is enhanced when obstacles are removed — whether the obstacles are physical, communications-based or due to a lack of engagement. Eliminate what is standing in the way, whether it is distractions such as boxes stashed on floors, clutter on desks or other energy drainers. Items like these cause serious breaches in your employees’ ability to focus. When you remove them, your workforce focuses on what you want; engagement and productivity will improve. • The benefit of a focused, engaged workforce is sustainability – when the leader’s vision resides in the hearts of the workforce, their performance and sustainability improves dramatically. Creating the flow of focus establishes a multi-dimensional engaged workforce environment and leadership accountability increases. When the physical, mental, and emotional energies of your workforce come together for the greater good, you boost productivity, performance, morale, ROI and sustainability. © Pat Heydlauff, all rights reserved 2015