We are thrilled to announce the release of our new e-book, "Revitalize and Retain Staff", now available for free download on our website! This comprehensive guide is packed with actionable strategies designed to boost employee engagement, retention, and resilience. Whether you're leading a small team or managing a large organization, this resource is your roadmap to creating a thriving workplace where people want to stay, grow, and succeed.
This post draws parallels between ocean currents and human behavior, suggesting that just as deep currents shape the surface waves, underlying beliefs drive visible behaviors. These beliefs, though often unseen, influence actions and decisions in the workplace, making it essential for leaders to uncover and address them rather than merely focusing on surface behaviors. By engaging in meaningful belief discussions, leaders can guide behavior changes, much like oceanographers study currents to predict and influence ocean movements.
The final stage of development, Maturity, represents team members who have high aptitude and attitude, capable of bearing fruit and mentoring others. Leaders should empower these individuals by delegating responsibilities and encouraging them to guide those in earlier stages, like the Adolescent follower. By assessing and strategically supporting each team member's growth, leaders can cultivate a thriving and productive environment where everyone can flourish.
The "Disgruntled" stage in a follower’s development mirrors the secondary growth phase of plants, where individuals become experienced but may harbor negative attitudes and exhibit inconsistent behavior. These team members often have high aptitude but are susceptible to negativity, which can impact both their performance and the morale of others. Leaders must address these behaviors through open communication, setting clear expectations, and providing opportunities for growth to help them re-engage positively with the organization.
The "Adolescent" stage of follower development, akin to the teenage years, is a critical period where initial enthusiasm fades, and individuals start testing boundaries while seeking greater responsibility. Leaders must adopt a coaching approach that balances support and accountability, addressing behaviors that don’t align with organizational values, reinforcing early wins, and consistently adhering to established boundaries and goals. By proactively coaching and maintaining a positive environment, leaders can help their team members navigate this transitional phase and continue their growth into confident, competent contributors.
On Friday, September 18th at 8:00am the Hudson-Mohawk Chapter of the Association for Talent Development (formerly American Society for Training and Development) will host Matt Harrington, author, trainer and speaker at an event that focuses on organizational learning and preparing for the new “social” worker.
Originally posted on TD.org in ATD's Management Community
Although Millennials may think they come to the workforce primed and ready to go, needing little to no development, they would be wrong (and I’m a recovering Millennial so I can say that). We all need development, and we all need help identifying strengths and identifying ways to neutralize our weaknesses.
Here is a list of eight areas of development for you, as a manager, to work on with your Millennials in 2015.
