Many organizations are wondering why their workers are leaving in droves. While some believe mass departures are related to a lack of compensation, requirements about working in the office, or lack of flexibility, one often ignored reason is that leaders don’t have the tools to have courageous conversations and talk about issues that really matter to employees.
The current environment in the workplace requires that leaders be courageous.
What does this look like?
- Having honest, vulnerable conversations around mental health and expressing an interest in what’s really going on in the personal lives of their direct reports
- Providing real-time feedback and initiating difficult accountability conversations when needed
- Raising an issue that may be uncomfortable for some on your team, like discussions around inclusion, equity, and privilege
- Engaging in productive conflict, challenging others’ ideas, and perhaps questioning the strategic direction of the organization
Bottom Line: If you don’t show up as an authentic and real human being as a leader – and engage in these important conversations that require courage – people will leave your organization in search for leadership who meets their needs.
Earlier this week, I was at a restaurant and overheard a conversation between two friends. One person said they were given the opportunity to transfer to a store closer to their home. However, they said they turned down the offer because their current manager is so understanding and approachable. They said they would prefer to have a longer commute just to have the opportunity to work for a great manager rather than the other manager who had not-so-favorable reviews. Yikes. That’s not the first time I’ve heard something like that. I’d hate to be the less desirable manager in this situation and I don’t want you to be viewed as that person, either.
If you would like support around improving your own courageous leadership, reach out to learn more about leadership coaching packages and how we can support you.