Last week we started a discussion around \u201chot spot\u201d awareness within organizations. This was prompted by survey results from Development Dimensions International (DDI) and The Conference Board which identified what 13,124 leaders from 2,031 organizations and 48 countries stated their organizations needed to start doing.<\/p>\n
Below is the 2nd list of responses, items 21 – 38 (out of 49 total).<\/p>\n
My\u00a0organization needs to start…<\/strong><\/p>\n 21. Involving C-level executives in developing future leaders<\/p>\n 22. Making senior leaders more accessible<\/p>\n 23. Showing an interest in folks who are exhibiting our excellent leadership values<\/p>\n 24. Walking the walk senior leaders talk; there is a serious disconnect between their vision and the implementation of that vision<\/p>\n 25. Acting consistently with stated values; don\u2019t just say that people are our most important asset when action shows otherwise<\/p>\n 26. Motivating people, and not in terms of money; recognize people; give effective feedback; be honest; be clear<\/p>\n 27. Returning senior leadership to listening to first- and mid-level managers\u2019 viewpoints Opening the lines of communication so that senior leaders know what\u2019s really going on and we know that senior leadership knows what\u2019s going on<\/p>\n 28. Making sure managers understand their employees\u2019 aspirations and work closely to achieve them<\/p>\n 29. Putting all leaders on the same page, with the same plan, using the same leadership tools, so we all do things the same way<\/p>\n 30. Providing a detailed career path, and being honest about it; if there is no path, then say that; if there is a path, make sure it is understood and that I am getting the right education and information<\/p>\n 31. Outlining a five-year career plan with best- and worst-case scenarios<\/p>\n 32. Providing better tech tools to make managers more effective and give them more time to focus on learning and leading rather than day-to-day tasks<\/p>\n 33. Ensuring that new and existing leaders are given the tools they need using a more structured on-boarding process<\/p>\n 34. Recognizing the positive! Create a more fun, energetic, and vibrant company culture<\/p>\n 35. Holding people accountable<\/p>\n 36. Allowing employees to make mistakes in attempting new or innovative methods<\/p>\n 37. Creating more transparency, more attention to promoting women in leadership roles, and an atmosphere in which everyone has a chance to be a leader<\/p>\n 38. Allowing leaders to attend company sponsored out-of-the-country assignments, training, and conferences<\/p>\n How many are in place at your workplace?\u00a0For those currently not in place, which could make it more effective? Let us know the top 3 you feel are most beneficial to your organization.<\/p>\n PeopleTek\u2019s Strategic partner, E-Coach, specializes in online coaching tools.<\/p>\n
\nAre you in a position to make them reality?<\/p>\nQwikTip and QwikCoach<\/h3>\n