LinkedIn Top Voice | CCO at Fraser Dove International | Private Equity and VC Executive Search | Speaker | Bestselling Author | On a Mission to Enhance Life Sciences Through Talent
I suspect we are witnessing a fundemental breakdown in trust between leaders and employees. Recent data suggests over 90% of people don’t believe promotions are made on merit. Over 85% of people believe you have to move to be paid your worth. And the majority don’t believe leaders hire people they perceive as better than them. 🤯 In the video I suggest more transparency, more communication and more employee listening. What do you think? Excited to be in and around the CIPD Festival of Work in London today. If you are a are attending and a leader in Life Sciences then I would love to buy you a coffee and discuss. Let’s get to work!
I'd very much agree with those stats!
Great post... on an aside and commenting for a friend... The festival of work? Not sure work is a festival lol.
Someone once told me that as a leader you should be “standing on the shoulders of giants” in terms of the team you recruit. If you have a team of giants you always have a succession plan, deputies, and people who can pick up an run with those tricky “Leftfield” projects. Only weak managers refuse to hire strong candidates because they are afraid their team will be more knowledgeable, more experienced or more effective than them. However, it’s amazing how many managers choose a second or third best candidate due to personal insecurity. Always stand on shoulders of giants!
Really interesting to hear one survey result regarding not hiring people perceived as a threat. It’s so important as a leader of teams to hire the best candidates, which includes hiring people more capable in focus areas. This not only builds more capable and high performing teams, but also supports succession planning and resilience in the team…all of which is a leaders accountability and responsibility to do in service to the business. After all delivering high performance through your teams is a reflection of your own leadership capability, which should be the positive motivator here to hire the best talent.
I think at a human level it’s a reflection of the collective global psyche being more fear based since the pandemic and with the world being perceived as more dangerous due to the pandemic, wars, difficult economies etc. It’s a systemic reflection that organisations and individuals are often not recognising or understanding. The result of collective trauma leading to higher levels of risk adversity, lack of trust, protective and other unconscious behaviours focused on survival rather than growth. A trauma informed lens to people management is the solution IMHO 😊
I think there is a big talent in delivering simple-looking solutions to complex challenges, then being able to communicate at all levels what is being offered as a solution and why - delivering on a culture of transparency and open behaviours. I see it and hear it talked about a lot, however I do not often see it delivered on (or hear about it being delivered on). In a world of buzzwords / 'signalling' I think true leadership is now defined on planning and genuine implementation, not simply defining and talking about framework; playbooks are great but if you can't articulate the execution, they can be a foreign text. In tougher times like these leaders should be doubling down on skilling-up their teams, on coaching and preparing the leaders of the future not simply trying to look good themselves. I have seen/see this a lot 'heads down and let's hope they just see me for the talent I am'. A lot of great talent is not being 'realised' or 'grown' at the middle tier because senior leaders are not dedicating enough time to coaching or bringing out their experiences - I think at a senior level there is still a need for more coaching on how to 'articulate' experience to others
Valid points ! I have seen the same trend across several countries and companies .This breakdown is leading to high attrtion rates and talent attrition. Companies are losing their best,which are supposed to be future innovators and leaders .The solutions is not to dig head in the sand, but actively implement transparent process.
I help leaders get the feedforward no one dares give you | Executive Coach | Leadership Development | I talk real talk.
4wI coach a lot of executives, team leaders and individual contributors. Leaders are focused on defining strategies in a complex world. Employees simply don’t understand these strategies because they are not translated to what that means, day to day. That’s the gap.