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"Our jobs are killing us and therefore the people that are responsible are our leaders."
I recently heard Simon Sinek say this during a YouTube video and it really struck a chord. How did you are feeling once you read that? Harsh reality? do not believe me? Or perhaps you've got had an experience yourself or heard someone say "my boss is busting my balls" or "my manager is killing me!"
These could be throw away comments round the device but sadly they're a mirrored image of reality.
In my view and knowledge leadership isn't a rank or position - it's a choice. it's a option to be of service and support others. Since presentation Robert Greenleaf's powerful book The Servant Leader when writing my thesis paper for my academic degree in my late 20's, to working for the overall Manager of an outsized teaching hospital with 3,000 staff who clearly cared about his staff and the way they cared for his or her patients, i started the journey of studying servant leaders.
Some of the foremost powerful lessons I learnt came from working in toxic environments where there was a transparent container manager culture of restrictive, measured and fear based decisions that created a dog eat dog, dobber mentality amongst staff. Here I saw how even one container manager at the highest could have a negative impact on people's self-esteem, health, wellbeing and relationships both at work and reception .
Almost as bad because the container manager was the disinterested manager where I witnessed people shrivel and lose their spark as they became undervalued and invisible.
And the research proves working for these poor leaders may be a problem for individual employees also as for the organisation. Being ignored by a manager leads to a 4 in 10 chance you will be actively disengaged in your job on a day to day . If your manager tells you what you're doing wrong - there is a 2 in 10 chance you will be actively disengaged at work.
On the opposite hand if you're fortunate to figure for an expander leader who focuses totally on your strengths - there's only a slim 1 in 10 chance that you're going to be disengaged at work.
So what's it that expander leaders do differently to poor leaders or container manager? Expander or servant leaders:
create more leaders - they're of service
see possibility in every individual employee and seek to seek out the individuality (I call it the UQ) in every single person
are more likely to sacrifice self for the great of the various and therefore the organisation
take care to form sure that other people's highest priority needs are being served.
focuses totally on the expansion and well-being of individuals and therefore the communities to which they belong.
give control, not take hold .
Of the company's I've studied over the past 20 years , those with an expander leader driven culture experience:
less staff turnover
less OHS issues, disputes and claims
increased productivity
increased profit
increased stakeholder engagement.
Creating a positive, productive and mentally healthy workplace culture is one among the important issues businesses face today. A recent Price Waterhouse Coopers report identified that ignoring it costs Australian businesses around $10.9 billion a year in lost productivity. And with stress, anxiety and poor psychological state likely to affect one in five employees, by taking action the advantages are often profound.
The benefits are clear. Business leaders got to make a long-term commitment to a creating positive, mentally healthy workplace, not killing their people. By taking the initiative, you'll not only make your company a far better place to figure where people feel respected as unique individuals, you'll help make it more productive and profitable. and that is just good business.
I recently heard Simon Sinek say this during a YouTube video and it really struck a chord. How did you are feeling once you read that? Harsh reality? do not believe me? Or perhaps you've got had an experience yourself or heard someone say "my boss is busting my balls" or "my manager is killing me!"
These could be throw away comments round the device but sadly they're a mirrored image of reality.
In my view and knowledge leadership isn't a rank or position - it's a choice. it's a option to be of service and support others. Since presentation Robert Greenleaf's powerful book The Servant Leader when writing my thesis paper for my academic degree in my late 20's, to working for the overall Manager of an outsized teaching hospital with 3,000 staff who clearly cared about his staff and the way they cared for his or her patients, i started the journey of studying servant leaders.
Some of the foremost powerful lessons I learnt came from working in toxic environments where there was a transparent container manager culture of restrictive, measured and fear based decisions that created a dog eat dog, dobber mentality amongst staff. Here I saw how even one container manager at the highest could have a negative impact on people's self-esteem, health, wellbeing and relationships both at work and reception .
Almost as bad because the container manager was the disinterested manager where I witnessed people shrivel and lose their spark as they became undervalued and invisible.
And the research proves working for these poor leaders may be a problem for individual employees also as for the organisation. Being ignored by a manager leads to a 4 in 10 chance you will be actively disengaged in your job on a day to day . If your manager tells you what you're doing wrong - there is a 2 in 10 chance you will be actively disengaged at work.
On the opposite hand if you're fortunate to figure for an expander leader who focuses totally on your strengths - there's only a slim 1 in 10 chance that you're going to be disengaged at work.
So what's it that expander leaders do differently to poor leaders or container manager? Expander or servant leaders:
create more leaders - they're of service
see possibility in every individual employee and seek to seek out the individuality (I call it the UQ) in every single person
are more likely to sacrifice self for the great of the various and therefore the organisation
take care to form sure that other people's highest priority needs are being served.
focuses totally on the expansion and well-being of individuals and therefore the communities to which they belong.
give control, not take hold .
Of the company's I've studied over the past 20 years , those with an expander leader driven culture experience:
less staff turnover
less OHS issues, disputes and claims
increased productivity
increased profit
increased stakeholder engagement.
Creating a positive, productive and mentally healthy workplace culture is one among the important issues businesses face today. A recent Price Waterhouse Coopers report identified that ignoring it costs Australian businesses around $10.9 billion a year in lost productivity. And with stress, anxiety and poor psychological state likely to affect one in five employees, by taking action the advantages are often profound.
The benefits are clear. Business leaders got to make a long-term commitment to a creating positive, mentally healthy workplace, not killing their people. By taking the initiative, you'll not only make your company a far better place to figure where people feel respected as unique individuals, you'll help make it more productive and profitable. and that is just good business.
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