Alidade MER provides Productive Leadership© Workshops and Productive Leadership Measurement© Surveys. Many leadership training workshops are ineffective for three reasons. First, they don’t engage a large enough group of supervisors and managers so there is little or no peer support. Second, the managers and senior managers who the workshop attendees report to are not engaged to watch for, and support the application of the training. And third, the quality of the training is not sufficient.
How are our leadership training activities different? Alidade MER Productive Leadership Workshops are designed to engage eight to twenty four persons for two full days. We provide knowledge and tools, for understanding and applying leadership roles, attributes and skills. We also spend a half day on site sensitizing managers and senior managers on the new behaviors that the leadership training attendees should be exhibiting, and encourage them to support those activities.
In order to ensure a measurable improvement is achieved we provide benchmark and subsequent surveys that measure motivation levels and other key leadership change indicators.
Why do you need Productive Leadership© training?
Over 90% of people in most facilities are lead by line supervisors and mid-level managers. Unfortunately, as found in the 2015 Plant Services Leadership Survey:
- 25.8% of supervisor have never received leadership training, and 19.4% received leadership training less than once in five years.
- 18.2% of manager have never received leadership training, and 36.4% received leadership training less than once in five years.
This means that approximately half of the line supervisors and mid-level managers receive insufficient leadership training, yet we expect them to effectively lead over 90% of the organization’s personnel.
In the same study, Expectancy Theory was used to measure motivation levels. The results showed:
- Senior Managers
- Average motivation score: 160.0 (10.9% above the mean)
- Average motivation score: 145.5 (0.8% above the mean)
- Average motivation score: 135.4 (-6.2% below the mean)
- Average motivation score: 140.4 (-2.7% below the mean)
This data shows the effect of not training our managers and supervisors on morale. Low morale equates to low productivity, higher turnover and grievances, and ultimately higher total costs.
Providing Productive Leadership training for line supervisors and their managers can greatly improve employee engagement. High employee engagement leads to higher customer satisfaction and in turn better financial, quality and safety performance. High job satisfaction translates into higher productivity (reduced overtime costs, reduced contractor costs) and lower turnover (reduced on-boarding costs, training and administrative overhead).
Employees have higher job satisfaction when they work for supervisors and managers that empower them. Supervisors and managers must know how to empower and how to correct poor performance.
Having strong supervisors and managers with the knowledge and skills to lead, motivate and develop others is a competitive advantage.
Some other facts:
- Gallop Management Journal Polls consistently show over 70% of workers are disengaged, or actively disengaged.
- The Department of Labor estimates that:
- The average employee turnover rate across all industries is 15%,
- Costs associated with hourly employee turnover is between 25% and 50% of annual compensation.
- Costs associated with supervisors and managers turnover is between 75% to 150% of annual compensation.
- Another consulting firm’s survey results showed
- 89% of surveyed employers believed that employees left for higher pay,
- Only 12% of surveyed employees say they left because of pay.
People want to work for supervisors, managers and other senior persons who are great leaders. Just as a tradesmen needs a complete set of hand tools, a leader needs a complete set of leadership tools.
The Solution is Productive Leadership©
This workshop solves the problem. What you will learn:
- Productive Leadership Overview – what is the cost of insufficient leadership skills.
- Leadership Roles and Attributes – learn what roles a leader fulfills during the work day and the characteristics or attributes that good leaders exhibit.
- Compliance vs. Commitment – people may do exactly what you ask for and have ‘malicious compliance’. But what we want is commitment; people buying in the the team and working well because they understand what’s important.
- The Critical Leadership Skills – this is the core set of skills effective leaders need to master in order to motivate workers properly.
- Empowerment & Delegation – one person cannot do everything. A good leader understands the multiplying effects of empowerment and delegation. When done properly, it also increases morale and motivation of the team.
- Correcting Poor Performers – you don’t address poor performers just because they are not doing what you want done. You address poor performers because not addressing their poor performance is an insult to everyone else who is performing to the standards.
- Bringing it to the Plant – most leadership training does not get the results or ROI people expect. This is because when the trainee gets back to the plant, they get absorbed back into ‘the blob’. The culture that discourages innovation and application of best practices. Our training provides tools and methods that increase use of the techniques resulting in good ROI from the training.