Costly Lack of Leadership
Afailure to effectively lead others is the top reason why a CHRO would get fired, according to recent Korn Ferry research. The Los Angeles-based people and organizational advisory firm surveyed 189 chief human resource officers, asking respondents to name the No. 1
reason why a CHRO would be asked to leave a company. At 37 percent, “personality
issues/inability to work well with or lead others” was the most commonly cited factor,
followed by “inability to directly connect HR efforts to tangible business outcomes,” at
“Today’s CHROs are judged both on what they do and how they get things done,”
says Joseph McCabe, vice chairman in Korn Ferry’s Global Human Resources Center
of Expertise. “While it’s critical that HR [leaders] must act quickly to adapt to changing
business strategy, it’s also important to take the time to align their team and other key
leaders to foster engagement and a shared vision.”
Anew survey from Milwaukee-based Right Management finds that just one- quarter of female employees have sat down with their managers to discuss how to develop leadership skills. The survey polled 2,200 working women, 25 percent of whom say
they have had talks with their manager that centered on leadership development
opportunities for them within the organization.
“Employers need to invest in career conversations to develop and retain women,
and ensure they have the skills needed to take advantage [of] shifts in industries and
jobs so they are not left behind,” says Mara Swan, executive vice president of global
strategy and talent at Manpower Group and global brand lead for Right Management.
“While we cannot slow the rate of technological [advancement], we can invest
in employees’ skills to increase the relevance and resilience of our people and
organizations, regardless of gender or social background,” says Swan. “Fortunately,
men don’t own the corner on learnability. It’s up to both employers and individuals to
nurture learnability and upskill.”
The Information Pipeline
Nearly four out of five U.S. office workers (79 percent) are more likely to find out important company information from their colleagues than they are from official communication channels, according to a new study conducted by London, U.K.-based software-solutions provider Kollective.
The study, which surveyed more than 2,000 office workers in the U.S. and U.K.,
found that American employees feel drastically out of the loop when it comes to
understanding what’s going on inside their own organizations. In many cases, even
hearing news from colleagues is rare: 46 percent of the U.S. respondents report that
their main source of company news is unofficial, external sources, such as the media.
Roughly 21 percent U.S. workers describe themselves as “completely satisfied”
with the communications they receive from senior management, compared to 11
percent of U.K. workers.
Holding Leadership Accountable
Anew report produced by Lee Hecht Harrison, a Maitland, Fla.-based talent development and transition firm, suggests that a lack of leadership accountability is taking a toll on businesses today. Despite 72 percent of business leaders and HR professionals recognizing
the importance of leadership accountability, the research found that only 31 percent are
satisfied by the level of accountability they see from the leaders in their organization.
Further, while leaders in the study appear committed to driving business results
and performing the technical aspects of their roles, far fewer are concerned with other
crucial aspects of leadership, such as managing people, inspiring teams, addressing
performance issues and building culture. Just over a quarter ( 27 percent) of the
respondents cited a strong leadership culture at their organizations.
The report highlights a connection between strong leadership accountability
and organizational performance, with industry-leading companies more regularly
demonstrating accountability behaviors than average and low-performing companies.
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