How to Engage Talent through Situational Leadership

What makes a successful business? Is it proper branding? A clear strategy? The answer lies with your workforce.

A motivated, engaged and happy workforce is the key to achieving long-lasting business success. And while it doesn’t seem like rocket science, levels of engagement have remained a problem in the HR community for almost a century.

So, at a time when working environments are uncertain and attitudes towards work vary from generation to generation, we thought now would be the perfect time to revisit this age-old HR conundrum.

Last week it was our pleasure to host our Talent Motivation and Situation Leadership workshop, designed especially for HR leaders. During the workshop our guest speaker, Executive Coach Jane Cox, told us: “Get engagement right and it will bring positive benefits to your business.” And she is right.

Companies with the most engaged workforces receive two times more annual net profit than their lesser-engaged competitors. They also receive 12% more satisfaction from customers. And it all comes down to effective management.

Being a leader, you’ll already have your own management style. But in today’s dynamic workplace, a one-style approach just won’t work. As a leading figure, you have a responsibility to find a leading style to suit the needs of your people - but as you know, every employee is different.

So, how do you make each individual member of your team feel heard, valued and involved with organizational strategy?

To avoid disengagement, you must get to know your people and figure out which style of leadership works. Give your employees a voice and find out what motivates them. Only then can you establish the correct style of management.

 

When it comes to leadership, there are four main styles: Directing, Supporting, Coaching and Delegating – but the style you adopt should depend on two things. The task at hand and the performance readiness of the individual.

Before you give your employee a task, talk to them about it. Be curious about how they feel and then you will be able to adopt the right leadership style to suit the needs of the individual to make them feel valued, motivated and engaged.

Again, what works for one employee won’t work for the other, so you must always be ready to adapt your style. That is what separates a good leader from a great leader.

“Businesses are starting to recognise that the key to engagement and greater productivity is for managers to develop a leadership culture of supporting and coaching - but in order to do this they need to boost the internal coaching capability of their L&D and Talent Management functions with the help of external coaches," said Avencia co-founder Chris Buckingham.  

We’ll be hosting another workshop on 30th April, focussing on engaging talent through career development conversations.

 

Sound like something you’d be interested in? Then contact a member of the Avencia team at hello@avenciaconsulting.com or give us a call phone +44 (0) 203 861 9360.