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Leadership

In the absence of other metrics on leadership effectiveness, let’s take employee engagement levels as a way of working out how well managers are leading.

Given that record numbers of staff are disengaged, we can safely say that current leaders are failing on a massive scale.

But what to do about it?

Spend on leadership development continues to rise.  Yet according to many surveys, including a summary of research by the Corporate Research Forum, dissatisfaction with results is also on the rise.

From the mountains of research and 15 years of helping organisations to develop leaders and their teams, I would summarise the reasons as follows:

  • A confusion with the difference between training and learning
  • Too much or too little “classroom” learning
  • No scope for individualised learning tracks
  • Lack of management buy-in and involvement
  • Too much focus on strategy and not enough on measurable skills
  • Inconsistent follow through
  • Lack of focus on the science of change

The red herring in the room: 70:20:10

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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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Are you and the people who work with you engaged?

When I say “engaged”,  are you engaged as in focused and connected with others? Or are you engaged as in busy, behind locked doors, not available?

Being available?  Is that not touchy-feely stuff?

The hard facts are that Gallup has just analysed 25 million responses to their employee engagement survey and found:

“Of the 100 million people in America who hold full-time jobs,  30% are engaged and inspired at work, so we can assume they have a great boss.

At the other end of the spectrum are roughly 20 million (20%) employees who are actively disengaged. These employees, who have bosses from hell that make them miserable, roam the halls spreading discontent.

The other 50% of American workers are not engaged. They’re just kind of present, but not inspired by their work or their managers.”

See what happened there? It’s not about employee engagement it’s about leaders

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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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Accelerate your leadership development

Accelerate your leadership development

by Moyra Mackie on May 3, 2014

Leadership development matters

If every manager has a team of six or eight direct reports, it’s easy to see how many people can be motivated by effective leaders or demotivated when they are neither led nor managed.

Effective leaders develop high performing teams that produce results.  Ineffective leaders manage disengaged teams.

Disengaged teams are sadly more common than high-performing ones, leading to lower productivity, more sicknesses and absences and higher turnover.

Increasing engagement means improving leadership skills

Which is why I am so proud of the leadership development program the team at Mackie Consulting has created.

The design principles underpinning the program are that leaders need to:

We believe that training doesn’t work, learning does

Watch the video below to find out more.

Then contact me to find out how Mackie Consulting can help your managers achieve leadership excellence.

 

Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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How kids build our leadership muscles

How kids build our leadership muscles

by Moyra Mackie on April 5, 2014

This weekend my eldest son turns eighteen.  So I’m in reflective mode.

Of course it makes me feel OLD.  And I’m asking myself, “How on earth did that happen?  How can I be the mother to an adult when I still feel like I’m finding my way?”

It makes me think that the most important leadership role we ever take on is the one we have as a parent

Just like leading in corporate life, we get a real live person to take care of without a manual, a training course or a coach to help us out.
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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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Trust and teams: When is silence a virtue?

Trust and teams: When is silence a virtue?

by Moyra Mackie on March 8, 2014

I’ve been sitting in a circle for 3 ½ days.  And sometimes it has been a very quiet circle.

Which has led to me wondering, how silence – or not speaking up – contributes to group cooperation and outcomes.

And what it says about how much we really trust each other.  And trust ourselves.

Every day we sit in circles

Whether it is round the breakfast or dinner table, or round the boardroom table or polycom speaker.
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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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The CIPD identifies three dimensions to employee engagement:

  • Intellectual engagement – thinking hard about the job and how to do it better
  • Affective engagement – feeling positively about doing a good job
  • Social engagement – actively taking opportunities to discuss work-related improvements with others at work

Put simply, engaged employees are those who can bring their whole selves to work – who are both effective and fulfilled.  Engaged employees feel connected to the purpose and goals of the organisation, to the task they have to perform and to the people they work with.

Effective leadership is essential to creating employee engagement

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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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What lies beneath: Why we avoid difficult conversations

What lies beneath: Why we avoid difficult conversations

by Moyra Mackie on September 20, 2013

Recently I was coaching a client – let’s call him Joe – who told me he was seriously considering leaving his company.

When I asked him why, Joe didn’t mention anything about the merits of his company’s competitors.

What he did talk about was his boss

“I don’t get any feedback.  I’m told no news is good news but I don’t know what I’m doing right and I don’t think I can learn and grow if I don’t know exactly where and how to improve or challenge myself.”

So I asked him what he could do to change this situation

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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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Whenever I run a leadership program, I ask participants to list what they consider to be the essential traits of effective leadership.  Along with “being trusted”, there are always those old clichés of “having vision”, or worse “charisma”.

Don’t get me wrong.  Charisma is a wonderful trait, but it’s what I would term decorative.  It’s a nice to have, alongside a great smile and a welcoming handshake.

Time management is not decorative. Or optional. It is the very foundation of effective leadership.

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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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Are you an accidental or intentional leader?

Are you an accidental or intentional leader?

by Guest contributor Sheri Spencer on August 16, 2013

We are all leaders

Leading is the way we motivate and move others and ourselves into action.

We all lead in every area of our lives, either intentionally with purpose and passion or by default, unaware of our influence and impact.

What kind of leader are you?

Every day there are endless opportunities for all of us to lead and to harness the powerful energy that exists within and around us.

This energy shows in our thoughts, emotions and actions. Individuals exhibit energy, but so do groups. These forces can be destructive or constructive.

The founder of the Institute for Excellence in Coaching (iPEC), Bruce D. Schneider, categorizes within Energy Leadership ™ the types as either:

  • catabolic (destructive) or
  • anabolic (constructive)

These energy categories are further divided into 7 Levels of Energy

Each level is characterized by a set of thoughts, emotions and actions.

The Individuals or groups that are primarily catabolic react to their circumstances with worry, fear, doubt, blame and anger.

Those that are primarily anabolic take responsibility for their thoughts, emotions and actions, look for and create opportunities that engage, enable and empower all, with an authentic ability to motivate, inspire themselves and others to be extraordinary.

An Energy Level is not good or bad; there are advantages and disadvantages at each level. It really depends on the situation and the desired outcome.

What can you do to engage, enable, and empower?

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Guest contributor Sheri Spencer

Sheri Spencer practices Energy Leadership Coaching. This partnership enables and empowers you to connect your inner purpose and passion with your outer goals to fulfill your aspirations and potential. As a coach, her only agenda is to help you achieve and sustain what you most deeply desire, so that you grow from good to great.

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Coaching and consulting:  Corporate “C” words?

Coaching and consulting: Corporate “C” words?

by Moyra Mackie on July 8, 2013

Have you or your company ever used management consultants?

Every year in the US alone, more than $396bn is spent  on management and IT consulting, so the chances are there is a consultant somewhere near you, right now.

Spending on consultants is now back to pre-credit crunch levels, yet the University of Chicago, Booth School of Business is only one of many to point out that:

“disenchantment with the value delivered by consultants has grown.”

So companies are spending a fortune on consultants with unclear ROI

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Moyra Mackie

Moyra Mackie

Moyra Mackie helps leaders and teams to work with courage, compassion and creativity. She is an executive coach and consultant and the founder of Mackie Consulting.

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