The past few weeks, I have discussed what it means to explore energy and mindset with my clients. The winter blues or new year struggles have taken a priority in their lives, causing paralysis in their business, their leadership, and their personal development.
There is no fast path forward, but I do coach leaders to develop the skill of reframing a challenge into an opportunity. A change in mindset is an opportunity to reimagine the situation, the decision, and the outcome.
Reimagine the Opportunity
In my new leadership series, we’ll dive into how leaders can shift their mindset into an opportunity frame to better inform future decisions and actions that impact their business. With the Great Resignation on many business leaders’ minds, especially as many organizations return to the office this spring, let’s dive into employee satisfaction and retention.
Reflect Before You Act
A current painpoint for many leaders is managing the expectations of their employees, and the fallout when an employee resigns. Part of the process is work that needs to be done before an employee resigns: understand how you’ll react in the moment. Reflect before you act. An employee’s choice to change jobs is usually more about what they need during that time in their career and isn’t always a direct reflection of your business; however, it is a learning opportunity from every angle.
Open to Feedback
Before you ask about an employee’s experience at your company, make sure that you are in a place to receive feedback. Are you open to hearing the full story, without prejudice? If it makes sense, invite an impartial third party to help you learn from the opportunity. And once you have some actionable feedback, put it into practice.
Download this quick guide for future reference to understand how an employee’s resignation could help shape a better future for your company and then keep reading on taking the next steps to invest in leadership.
Invest in Leadership
Once you have some actionable feedback, put it into practice. One of the many contributing factors to the Great Resignation is the lack of investment in leadership development. Expecting managers to learn on the job is not unheard of, and many individuals thrust into leadership roles don’t have the necessary skills to become mindful leaders. But that’s where you, as the business owner, come in to help create those growth opportunities to develop mid-level professionals into mindful, effective leaders.
There are a variety of ways to approach employee retention and satisfaction, but the first step should involve introspection, reflection, and a reality check for what your employees really need. Schedule a clarity call if you find your business is struggling with leadership development.
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