Many senior executives and c-suite executives have gotten to where they are today by being good at their jobs and results driven. But as they get into the top jobs, more and more of their time is spent managing and mentoring people that these high-performance skills are not as heavily required; rather they need to pass their knowledge and mentor up and coming talent and problem solve complex behavioural challenges.
Usually if promoted internally or there is a structural change in the organisation, individuals will manage new teams of people, each with different drivers and different ways they work. Some might be high performing individuals, and others might need coaching and support to ensure they continue to add value to the organisation.
Strategic Management Consulting has witnessed first hand the effects of leaders with limited knowledge on organisational behaviour. It has resulted in project and departmental costs blowing out of proportion, demotivating team members resulting in more time off, and lead to top talent leaving the organisation. All this could be solved through developing the right structure and taking the time to put processes in place.
Job satisfaction is significantly correlated with leadership behaviour and self-development. The ethos of the organisation has a high impact on the outcomes and results of teams and the overall organisation; without guiding beliefs or ideals that characterise the business, employees lacked motivation and were confused about the direction the business was going.
Organisations need to move forward as a community, with each person supporting the other, more often than not; teams are siloed, or senior executives do not provide guidance or mentoring to employees at all levels of the organisation. This results in high attrition rates, knowledge being lost, and in the end a large cost to the business.
It is human nature to resist change, and that is why people tend to revert to old habits. There are a range of behavioural frameworks available that provide department heads and senior executives with the tools to assess each members' behavioural drivers, emotional positioning, and many other behavioural metrics so that they can be managed more effectively. Developing team members within these models and identifying how they can work within the organisation more effectively results in higher levels of satisfaction, increased performance, reduced stress, reduced attrition, and a commitment to the company and achieving results.