Do you have a plan to develop your leaders? Does it work and do you stick to it? Is it tailored to your business, or is it a “one-size fits all”?
I can help you develop your business through your managers and thus all your employees, and my experience says that every single company is special, and it must also be reflected in the way management is developed.
The value of business development through the development of your managers and employees can be a challenge to show on the bottom line. BUT it still sneaks in through e.g., lower employee turnover and less illness, both of which can be related to better well-being.
And now you may be asking, “What is the idea of developing leadership? We do not have the big problems with employee turnover or illness, so we see no reason to change anything.” Here I ask: “What about attracting the right candidates, developing the company, job satisfaction?”
We can probably not avoid the fact that in the future, the new generations in the labor market will ask more critical questions and demands of a company, and here employee well-being comes into play. It becomes a huge parameter when they have to choose jobs and not least keep them in the job, and if you as a company are not on the bandwagon, then you are hung up. They do not want a leader who does things the way they have done for the last 10-15 years, because it has worked fine. They want a manager who sees them, understands what tricks the individual employee and provides well-being and job satisfaction.
Are you dressed for this?
Contact me for a non-committal talk on how we can tackle this task together.