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McClure, president of Unbridled Talent LLC in West Chester, Ohio, offered her tips at the Society for Human Resource Management’s Annual Conference and Exposition, held recently in Las Vegas.
4. Develop Future Leaders
Sixty-five percent of organizations don’t have a formal process to identify and to grow the talent that they need, says McClure.
According to the Corporate Executive Board, 6% to 9% of employees fall into the high-potential category.
“People often describe certain individuals as ‘natural-born leaders,’ but the truth is that business leaders are made, not born—shaped through the assignments they receive and the experiences they have.” (Source: Fast Company magazine 2012)
McClure suggests the following elements for a leadership development program.
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5. Improve Engagement
How engaged are your employees?
(Source: Aon Hewitt Engagement Trends)
The single-highest driver of engagement is whether workers feel their managers are genuinely interested in their well-being, according to a Towers Watson Global Study, McClure says.
#6 Create a Great Place to Work
A great place to work is one in which you trust in the people you work for, have pride in what you do, and enjoy the people you work with. (Source: Robert Levering Great Place to Work® Institute)
In fact, 73% of employees looking to leave their current employers do not have trust in their corporate leadership. (Source: Deloitte Talent Edge 2020)
There are three important things to do, McClure says:
- Act in alignment with your core values.
- Communicate honestly.
- Link work to a larger purpose.
#7 Communicate Like an Executive
For communication, think of these suggestions, says McClure:
- Make decisions.
- Sell it, baby. Don’t go with, “It’s the right thing to do,” says McClure. Talk customer satisfaction.
- Speak the language. That’s dollars.
- Learn how to negotiate. Don’t say “No,” say, “If we do, here are my concerns, and here’s my suggestion.”
- Always bring data.
“Remember, you are a business leader who happens to work in HR,” says McClure.
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