{"id":21476,"date":"2018-02-15T03:42:37","date_gmt":"2018-02-15T09:42:37","guid":{"rendered":"http:\/\/corevalues.com\/?p=21476"},"modified":"2018-02-15T03:42:37","modified_gmt":"2018-02-15T09:42:37","slug":"leadership-training-strategies-improve-workplace","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2018\/02\/15\/leadership-training-strategies-improve-workplace\/","title":{"rendered":"Leadership Training Strategies to Improve a Broken Workplace"},"content":{"rendered":"

\"leadership<\/a>Employee disengagement is still high in the US. The talent retention of Millennials still looks like popcorn exploding out of a hot uncovered skillet. Is the workplace broken? Is leadership broken? If so, what are leadership training strategies to improve a broken workplace?<\/p>\n

Here’s some facts. The global workplace is in dire need of assistance.\u00a0 Only 15 percent of employees are engaged worldwide. According to Gallup\u2019s World Poll, U.S. statistics are significantly better.\u00a0 Thirty percent of U.S. employees are engaged at work. This still leaves around 70 percent who are not engaged in the workplace. This points to leadership training strategies that must boost both engagement and talent retention.<\/p>\n

Here’s why.\u00a0 Organizations can offer many different benefits and perks to entice top talent to join their ranks. At some point, however, pay and benefits lose their appeal.\u00a0 When it comes down to it, an employee\u2019s direct superior makes the difference in whether the employee is engaged and how likely she stays with the company. Without good leadership training strategies that are implemented BEFORE an employee is elevated to supervisor, employees quit poorly trained bosses. Couple this with poorly designed scopes of work for managers, many managers are in the business of filling out forms rather than engaging in high-development conversations with their employees.<\/p>\n

This “leadership training strategies” issue reflects an overall culture problem.\u00a0 Leaders aren\u2019t being properly trained to lead. As a result, employees are responding through disengagement, low productivity and job hopping.<\/p>\n

Utilize TIGERS(R) to train leaders and build a better culture<\/strong><\/h4>\n

Work culture continues to be a critical topic for leaders in 2018.\u00a0 Whether or not work culture has been intentionally designed, leadership training strategies are currently on the ropes. The employee experience that the workplace culture evokes plays a large part in both recruiting and retaining top talent. Sure this is obvious. What is less obvious is that the failure to deploy sound leadership training strategies also advances or disintegrates an organization’s reputation and success.<\/p>\n

TIGERS Manager as Facilitator Training supports sound leadership training strategies<\/em><\/strong><\/h5>\n

A strong workplace culture is created through intentional strategies modeled by employees throughout every level of the organization. This means that manager buy-in is essential for a workplace culture to be successful. The behavior of poor CEOs attracts poor managers. The trickle down effect is devastating to both culture and employee morale.<\/p>\n

One way to get leaders on board and invested in improving both culture and engagement is offering continuous training on how to improve workforce behavior. From facilitating department consensus to releasing employees to serve on cross-functional organizational problem solving and action planning teams, the TIGERS Manager as Facilitator Training\u00a0<\/span><\/a>improves cooperation among employees and departments for high performance results. Facilitating high performance employee teams does not evolve by chance. It requires intention and commitment on the part of leaders to facilitate group dynamics the right way. When tied to organizational initiatives good facilitation can result in annual cost savings or long term improvements in productivity. Managers who are good facilitators bring people together to work toward solutions.\u00a0 As a result, groups accomplish more with high levels of employee commitment and accountability.<\/p>\n

The three-part program releases tools, resources and templates that streamline how groups perform.\u00a0 Leaders learn how to apply expert group dynamic facilitation methods for decision-making, problem-solving and planning.<\/p>\n

Training provides:<\/p>\n