Why is it that some employees will go above and beyond their “calls of duty” for one manager will only give the bare minimum of time and effort for another?
Why is it that the salesperson working for the company with a horrible website, mediocre products and so-so service quickly accelerates to top-producer status fails miserably at a company with superior products, a smokin’ website and all the sales tools necessary to guarantee success?
What is it about the employee who has been with the same company for six years and living as a cubicle hermit, one day decides to throw on a smile, show up to meetings early, mentor others in his or her department, become a quintessential team player, strive to improve him/herself every day and go the extra mile with no extra pay or without being asked?
Why is it that some companies have top-performing talent pounding down their doors, begging to get in while others weed through dozens resumes with little choice but to settle for second-best or the “best of the worst”?
What’s the deal with the fun, conversational and productive group of people who suddenly turn silent, as if listening to a eulogy, when their department head walks into the room?
How is it that someone who is so outgoing, so involved in his or her community, so generous with his or her time and so full of personality and humor becomes a robotic, compliant, emotionless order-taker as soon as he or she walks into his or her office?
What gives with the creative genius who, at one time produced some of the best ads in her industry is only able to come up with bland, cookie-cutter, dry, plain vanilla pathetic, stinky ideas when “banging out some creative ideas” with her boss?
Explain the employee who was once always ticked off who, in one day, has a fresh, new attitude with renewed enthusiasm and optimism.
What gives? Well, it’s not the pay. And it’s not the company. An employee’s attitude and level of performance is tightly correlated to the quality of his or her leader. Many people in management and leadership positions simply don’t comprehend the extent to which they influence the attitudes, behaviors and performance of their direct reports until they invest in leadership training, such as L.E.T.
Have you ever tested a different approach in your leadership style with an employee? Ask yourself what happened and how your relationship instantly changed. Now ask yourself how much better your life as a manger would be if you had the skills to improve your relationships with all your employees. And finally, ask yourself how much better your life would be.