Leadership’s role in retaining Human Capital

“A boss has the title. A leader has the people.” – Simon Sinek

Imagine, one morning you arrive at the office and discover that your confidential files are missing, you would probably:

  1. Call security and the local police, and
  2. Launch an investigation

Now think about the last time one of your company’s employees was stolen by the competition or just left.Was an investigation launched? Were the origin causes identified? Were measures applied to prevent a such act?

Unfortunately, today’s business leaders are busy running around to keep up with daily demands of business. While the most important asset at their company isn’t something you can put your hands on. It isn’t data, technology, or intellectual property. The most valuable part of their company is—the human capital—and any plans to move the business forward must start there. This means that people—the most important strength a company requests for its growth and innovation—is often under developed.

In fact, only 32 per cent of global leaders are confident their organisation has the necessary leadership talent and skills to achieve their strategic goals, according to a recent Harvard Business Publishing Survey of global professionals.

Many people believe leadership is about authority and power, but it’s not. It’s about helping others rise and grow.

In my opinion, all leaders have one thing in common – they do. Leadership is about action, not position. Some of the best leaders I have met during my years in business never had a title. What they did was the persistence to act on a bold vision for change to improve overall work culture. These people are overlooked because they don’t possess the necessary title that is used to describe a leader in a traditional sense.

So how can a leader help retain an engaged and productive employee?

  1. Communicate

The eye looks, but it is the mind that sees.
~ proverb

Your vision is one of the essential elements for positive results. it answers the question: where are we going?

When you lead a team without a vision, everyone still ends working hard, but vital goals might not be accomplished. Your vision brings the team together under a mutual goal so you are not simply working, but acting together toward something. Something that is big and exciting!

  1. Recognise

Employees want to feel valued. It embodies a sense of commitment and engagement.

When teams work hard to achieve great results, recognition is how you inspire continued dedication to the organisation’s goals. It is how it stays robust even in times of high stress.

When you create a culture of appreciation in your company, everyone will start to recognise each other on their own. This creates a great sense of community that encourages everyone to achieve their best.

  1. Speak from the Heart

Do you speak about your organisation from your heart or from your budget?

Leadership is not something you are born with, it is a choice that you can make. When you connect with your team, they know if you are eagerly engaged in being the leader by how you speak about your company’s goals. They can sense in your daily communications if your commitment to their progress is as important to you as your personal.

  1. Delegate & Empower

Have you ever heard from your team that they cannot finish their work because they are waiting for your approval and input? This is something you should consider letting go.

The best leadership strategy to involve your team is to authorise them by assigning greater responsibility. Find areas where you can give people the responsibility and, importantly, the authority to get things done.

Empower them, train them, coach them, encourage them, and reward them.

  1. Commit to Continued Education

This one is my favourite bit, I believe that Leadership is a journey with no real destination. Great leaders commit to continued growth through continued education, practical application of skills, and networking both internally and externally. You are never done growing as a leader.

You never learn as much as when you are teaching and it is truly satisfying as leaders when we are in the role of a mentor or a coach.

Finally, give your employees growth opportunities, which will make them feel valued and appreciated. Let them shine… Lead from your heart, invest in them and grow together. You’ll create relationships that can help you both for a generation to come.

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