This week, we take a hard look at your natural biases, why employees leave, how to be perceived as a 132 percent more effective leader, and the death of the “classical” career.
Leader Pulse l DDI
Our brains love shortcuts. For example, if someone excels in one area, studies show that we tend to assume they’ll excel in all areas. Or if we hear someone’s name a lot, we tend to like them more. But as this article examines, these cognitive biases wreak havoc on our ability to accurately identify high potential talent in our organizations.
Today, we are in the midst of a great talent famine. Seventy-three percent of recruiters struggle to find the right talent and more than half of businesses say they find it difficult to retain their best employees. What can employers who want to build a great workforce do? Understanding why employees leave is a great start.
The era where people stayed at one company for their entire career is over, but this is not news. Things have been changing for decades. What is new is that a fresh paradigm has emerged: careers driven by self-development. Individuals now cultivate multiple skills and pivot with their passions. This article predicts what the future of managing these self-directors might look like.
Did you know that negative words make up 50 percent of our emotional vocabulary? In the workplace, we tend to focus on risks, fears, and surprises, and it seeps into everything we do. “Conversations establish direction,” writes HR speaker and author Dan Rockwell. Negative outlooks lead to negative outcomes. But positive outlooks? Those lead to better leaders.
That’s a wrap for this week! Want to give your leaders a 132 percent boost? Try BetterWorks.
Just tuning in? Catch last week’s recap: Career Biology, The Halftime Effect, and Ice Breakers