AND NOW FOR SOMETHING COMPLETELY DIFFERENT

Please play the audio below first…

 

Excuse my attempt at levity but I felt it was appropriate to lighten the mood before I delve into what for many business people is a serious subject, let me explain:

As a decision maker in your organisation how many emails, letters, and flyers have you received over the last twelve months regarding leadership training and development for your managers? I suspect you have not enough fingers to count on to arrive at a figure.

It seems everywhere we turn there is a new pitch to win your business with regard to leadership and development training of your managers as the answer to equipping them with the skills enabling better leaders. Some of these are high quality solutions and one cannot deny they are not worth the investment. On the other hand the market has been flooded with offers which appear to have more to do with a numbers game and commercial gain than supplying Australian business with a platform of highly skilled managers.

I base my comments on strong feedback I increasingly receive from business leaders including HR professionals and others who also express an absence of innovation and poor interpretation of the kind of issues they need assistance within their organisation. Poor levels of enthusiasm have also been noted by potential participants citing poor motivation due to the content of programs, accompanied by the roll of the eyes and the common refrain being “same old, same old”.

Obviously there are other issues and in fact leadership training does consider some of these and some fundamental principles still apply; it would be foolish to assert history has not left us with a legacy of great teachers and lessons. Although as once quoted by The Walt Disney Chairman Bob Iger, “You can’t allow tradition to get in the way of innovation. There’s a need to respect the past, but it’s a mistake to revere your past.”

I don’t think it unreasonable to admit we are struggling to inspire our new crop of managers and there is an urgent need to address this problem. In Australia we have seen an unfortunate collapse in confidence and lack of optimism due to the plethora of economic changes we have experienced in our business world and society. We need to adjust to a different perspective which entails broadening the base of leadership and development education and the restoration of a belief in employee’s minds. We, as trainers/educators are providing the best tools to enable people to build their skills base.

Below are some current day issues for which we need to find solutions:

  1. Economic &Financial markets today are quite different and volatile with wild swings that can be recorded in a very short space of time, this can have a dramatic effect on the operating fortunes of Australian companies. How do we up-skill our managers to absorb the knowledge in recognising such factors in their respective sectors and create a vehicle where there is a dialogue to either assist in mitigating issues or input new thinking on possible opportunities.
  2. With technical advances and increasing competition the requirement for companies to be in tune with their respective markets and understanding what is the relationship between themselves and their clients operating under a vastly different environment. We are seeing large amounts of structural change occurring in many industries and professions with the profile of client’s needs radically changing, more internal strategy planning will be necessary.
  3. There is no doubt we are struggling not only in companies but in society with the issue of trust, there is strong recent and historical evidence that we are failing to hold on to this important value ; additionally whether our previous interpretation of it can relied upon in the future. The challenge for managers cannot be underestimated it would seem a new approach is warranted to halt the very serious deterioration we have seen in recent times. How they understand their own management style and ability to engage with employees is taking on a whole different basis and the requirement to learn new skills will be imperative to record improved levels of success in their communications.
  4. We may have moved on from the initial debate about in adequacies of Generation Y and in fact the rhetoric from some quarters has proved to be unfounded as they bring different skills to the workplaces. We are now entering a period in this decade where they are assuming managerial responsibility as we see the gradual withdrawal of the Baby Boomers in their final estimated exit in 2023). Already we are seeing some difficulties being recorded regarding transition due to different perspectives between the two sides in terms of operating styles and behaviours causing serious conflicts and lack of cohesion within organisations. What are the techniques to be used to improve the managing of relationships up and down the organisational structure, can we do better?

I recognise it is very easy to criticize from the sidelines, a system or way of doing things after all I must put my hand up and reveal I have delivered many leadership programs in my business over the years. My justification for the proposal I am about to outline is that we are entering one of the most critical periods for the development and growth of our people in modern times.

The process I would like decision makers to think about is the concept of Awareness. Some people may respond with the answer that we have access to more information and communication channels than ever before, and in fact we can’t absorb what is being thrown at us now, with the daunting prospect of even more in the future. This continual avalanche of information hides the fact we are becoming scattered in our thinking and unable to make clear decisions on issues from the data being supplied to us.

The key is to filter and focus on the matters that are essential to the future fortunes of the entity due to amount of commentary being of opinion and not necessarily credible.

No matter which industry or sector you are engaged in chances are there are new developments happening almost daily and the need for managers to stay relevant and informed if we wish to compete both domestically and globally is non- optional.

By educating managers in the Awareness of key elements that concern your business you can achieve real bottom line results, stimulate thinking and improve communication across the company.

Any Viewpoints you may have on this subject I would be happy to receive them on 1800 555 678 Or Email: ken.wood@banyansa.com.au