Increasingly we see organizations struggle to attract, engage and retain people. We see repeated examples of breakdowns in the ability of public and private organizations to deliver valued services. Their associates lose enthusiasm, lessen their level of engagement, and move on. The organizations then struggle to develop the knowledge, skills and institutional insights which are needed to create broader competency and deliver value. They miss opportunities. The consumers of their products and services lose confidence and search for alternatives. Their investors look for a better story.
I believe that organizations where all associates/employees are encouraged to contribute leadership are able to attract, engage, and retain talented people.
They create a stronger story that associates enjoy sharing with their peers, vital stakeholders, and new associates. They identify and capture new opportunities. They become pillars of their industries and their communities.
Organizations that create what I identify as cultures of valued leadership versus cultures where just the leaders are valued:
Become places where people are proud to share a piece of their lives.
Deserve and receive their associates’ best efforts.
Attract and retain more than their share of great talent.
Expand their capacity to innovate and improve outcomes.
Are places where people enjoy contributing their talent.
“Life is far too short to allow our professional and volunteer time to be spent in organizations where we do not “get to play.”
“Enable your organizations to be more interesting, innovative, and effective.”
“Become a culture where all associates are encouraged to contribute leadership.”
“As organizations struggle to attract, engage and retain people, their investors look for a better story.”
“Organizations where everyone is encouraged to contribute leadership are able to attract, engage, and retain talented people. They create a stronger story that they can then share with vital stakeholders.”