Much is discussed about leadership, but in order for leaders to be great, they need organisational support. Here are the top 7 mistakes I've seen organisations make during my career that have hindered managers getting results. Learn more about me by visiting my LinkedIn profile: https://uk.linkedin.com/in/mikewhittakeruk

1. Mike Whittaker
Talent Identification: No structured process for
identifying talent and recruitment
The best approach to recruitment is to have
candidates demonstrate/showcase their attributes
through practical aspects of the interview process. Getting
this wrong can be costly to your business so putting
candidates in a ‘real life’ scenario will help you to quickly see
whether they will form a winning team able to exceed
customer expectations. Take the time to review your
recruitment process and see where you can improve the
odds of a good hire by creating a practical recruitment
process that lets you see what people are really made of.
Hiring is the most important first step to business success
Training/ Personal Development: No on- going
personal development plan
By investing in ongoing personal development
you’ll watch your people deliver a ten-fold return
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7 Biggest Leadership
Mistakes Organisations Make
And how to fix them by Mike Whittaker
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2. Mike Whittaker
on investment for each course you’ve sent them on. Its
important to make sure each candidates line manager is
fully aware of the training objectives, as well as the content,
so they can ensure the learning in reinforced in the work
place and utilised.
As the saying goes: I hear I forget. I see I remember. I do I
understand!
Goals: No clear direction or goals
Achieving exceptional results requires everyone to
be inspired to achieve them and understand how
they contribute. By ensuring everyone understands the
vision, you’re half way there, however to really get results
you’ll want to make sure that in doing so, each member of
the team is also achieving their own personal goals. This is
where good recruitment really pays. If each individual can
see how their contribution creates individual success for
them, it will feed into the overall success of the company,
motivating them to achieve exceptional results. When
setting goals make them specific, measurable, attainable,
realistic and timely, and always tied into the personal goals
of the individual.
Set Specific, Measurable, Attainable, Realistic & Timed
Goals.
Thorough Appraisal System: Timely feedback
is not given (in either direction)
Continuous ongoing reviews are important and
having a set structure can help manage the
expectations of all involved. In the US several companies
are renowned for annually replacing the bottom 10% of their
workforce who aren’t performing. It sends a strong message
that keeps everyone on their toes focused on producing the
best results. A good appraisal system with strong two-way
communication will ensure any dips in performance are
quickly rectified. The appraisals should be documented,
most importantly, have the employee feeling re-energised,
inspired and ready to perform. In some cases it is necessary
to shorten this process to increase engagement.
Appreciate good people, they are hard to come by!
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"You're only as good as the
people you hire” - Rac Kroc
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3. Mike Whittaker
Bonus/Reward System: No incentive program
Incentive programmes reinforce good behaviour
and help focus individuals on continual
improvement and results. The programme should be
available to all employees and be completely transparent
clearly outlining exactly what the rewards will be for what
achievements. Increased perks can be offered to
employees that go over and beyond what is expected.
People work for money but go the extra mile for recognition,
praise and rewards.
Communication of Results: No regular contact
Regular ‘town hall’ meetings/conference calls that
keep everyone up to date on current results and
company news help keep everyone enthusiastic
and feeling part of the bigger picture. When people
are left in the dark performance tends to drop with people
wondering whether their hard works is actually contributing
to results. A constant flow of information keeps everyone on
track.
Treat employees like they make a difference and they will!
Succession Planning: No plan to support
expansion or staff turnover
If your business lost key personnel - could it
survive? Business expansion comes down to the
individuals with the right skills able to do the job. To retain
the right staff there needs to be the opportunity to advance
within the company and a clear progression plan. When this
isn’t in place, staff turnover tends to be high, and while
you’re trying to rectify it by putting plans in place, you’re not
focused on internal and external customer service. The
consequences of which is a reduction drop in results and
further staff loss.
Failing to plan is planning to fail!
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4. Mike Whittaker
Summary
If you start out with good people, communicate goals,
motivate and reward, and lay out the rules, you can’t miss!
Learn
more
about
the
Author
Michael Whittaker is an award-winning
turnaround specialist, who knows first
hand that no matter how evolved the
systems or technology, if a company is
under-performing, 99% of the time the
reason lies with its people management.
Mike Whittaker
MichaeldWhittaker@yahoo.com
https://uk.linkedin.com/in/mikewhittakeruk
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