Did you know that one of the primary reasons for major struggles in an organization is weak leadership? If you are reading this and are in a supervisory role, you may be thinking…oh, seriously? Not me. If you are reading this and are the one being supervised, you are probably nodding your head a little too heartily right now. Psst…careful, your boss may see you.
HR.com conducted a study of over 300 HR Managers. When asked about the lack of strength of their leadership, the results were pretty astonishing:
- 69% say it caused lower rates of engagement
- 65% say it caused a loss of productivity
- 59% say it resulted in higher turnover “of themselves or team members.”
- 56% of respondents “rated the lack of interpersonal skills as the number one reason for leadership failure.”
What a mess. When you have weak leaders on the front line in your company, the entire organization is skating on thin ice. When high performers and emerging leaders see these weak links as the leaders, it gives them a sense of disillusionment and frustration and they lose hope that they—quality, skilled talent—will one day be recognized for their contributions. The cost of failure is astronomical. Organizations cannot afford to have those with leadership deficiencies running the show.