Leadership confidence up for first time since 2003.
The latest results from the leadership pulse (ongoing study of leaders I have been doing since 2003, go out to large, global sample of leaders every 2 months with short set of questions), shows that for the first time since 2003 leaders confidence in: their senior leadership teams, their firm's ability to executive on vision, that they have the right people and skills, and that they can change as needed all went up. But remember, these same areas have shown declining confidence since 2003.
This is at the same time that two items declined:
1. Confidence in the economy took a deep dive downward.
2. The surprising news is that confidence in their own personal leadership and management skills also went down.
In the highest performing firms in the sample, contrary to all prior trends, confidence in the leadership team was higher than confidence in themselves.
What do you make of this? What's happening with leaders?
I have my own theories, but I'd like to wait to hear from you first.
Go to: www.leadershippulse.com and www.energizeengage.com if you want to learn more.
This is at the same time that two items declined:
1. Confidence in the economy took a deep dive downward.
2. The surprising news is that confidence in their own personal leadership and management skills also went down.
In the highest performing firms in the sample, contrary to all prior trends, confidence in the leadership team was higher than confidence in themselves.
What do you make of this? What's happening with leaders?
I have my own theories, but I'd like to wait to hear from you first.
Go to: www.leadershippulse.com and www.energizeengage.com if you want to learn more.
Comment
-
Comment by Theresa M. Welbourne, Ph.D. on March 28, 2009 at 10:31pm - i have a global sample - i will look at the results across countries.. this is only the very first view of the data- i can say from client data that it makes lots of sense to me - based on what i'm seeing. just finished two non-USA studies and found similar findings..
-
Comment by Vijay Kumar Shrotryia on March 28, 2009 at 10:16pm -
Dear Theresa:
Good to know your findings. HOwever it requires global validation and may be at different levels and geographical locations we could collaborate on finding the situation more broadly.
At the outset I may also agree on 'more confidence on Teams than Individuals. But better to test it across..
good work
wishes
vijay
About
Latest Activity
Do two things: trust your employees unconditionally and give them more responsibility than they would ever expect; they will rise to the occasion and surpass all expectations.
In the wake of "The Great Recession" and in appreciation of the changes in the economy and in the nature of employee-employer relationships, the idea of “employee engagement” (“Engagement”) presents an intriguing dilemma.
While some say a focus on…
Interesting question. I'm drawn to less is more, and even that may be too much :) My experience has shown me that the more fearful the organisation is, the more often it seeks to measure as a means to try and stave off the fear. It then often ends u…
I would contend never is too soon.
If you understand what engagement is and how to achieve it, then you know what an engaged employee sounds like and acts like as compared to one who is somewhat engaged or disengaged. Surveys turn people off while…
Look beyond generic engagement tools: focus on personal drivers from employees, group them accordingly and align engagement tools.
The real challenge to engage employees is to gain trust by giving them autonomy to shape their own jobs to their own wishes, interests and strengths but always aligned with an open and transparant organisational vision and strategy.
Before you start engaging an employee, know him and respect him as an individual first and engagement will follow.
Listen! Zip your mouth. Don't interrupt them when they are opening up to you and expressing there feelings. Remember, its about them not you!
Engagement is to be seen not as an activity but that is the only way the society works.
The management equivalent of ‘Air’ is to practice transparency with team members by managers.
Dr. Jose M F, India, Bangalore
Groups
-
Manager Tools for Employ…
200 members
-
Research on EE
86 members
-
Employee Engagement Writ…
81 members
-
Employee Recognition
75 members
-
Engaging Books
73 members
-
Social media in the work…
66 members
-
Engaging Quotations
55 members
-
Canada
51 members
-
UK
50 members
-
Personal Engagement
34 members
Engage Today. Join the growing employee engagement network.
© 2010 Created by David Zinger on Ning. Create a Ning Network!
You need to be a member of The Employee Engagement Network to add comments!
Join this Ning Network