28 October, 2015
Using Leadership Analytics to Improve Leadership Performance at Work
This week we’re going to explore the case for using Leadership Analytics, which provides you with a data driven approach to measuring, tracking and improving leadership performance.
Ernst & Young has identified in their Productivity Pulse that Australian workers are saying, on average, they could be 21% more productive every day. The 2 things they’re saying are holding them back are:
- Poor management
- Lack of motivation
In business we measure motivation through employee engagement. We know that in Australia, only 24% of employees are engaged in their work, and in New Zealand only 23% are. This means 77% of New Zealand workers are not performing to their full potential.
Gallup has identified work groups in the highest quartile of employee engagement are on average 21% more productive, and 22% more profitable, than those work groups in the lowest quartile. Further, they’ve identified that managers are responsible for at least 70% of the variance in employee engagement.
So, what does this mean? Simply, it confirms what Ernst & Young has identified; poor management and lack of motivation are holding back productivity in business.
Why is that?
Most managers don’t turn up to work to do a bad job. In fact, the vast majority want to do a good job and want to be successful, yet the data is suggesting they’re not doing a good job at all.
There’s an old saying, “You can’t manage what you don’t measure”. Or more specifically, it’s very difficult to provide feedback to people on their leadership performance if you have no data. In the absence of feedback, most people reasonably assume they’re doing a good job, and they have no reason to assume otherwise.
What they need is reliable, objective data on their leadership performance which enables them to identify where they are on track, where they are off track, and what to do about it.
That’s what Leadership Analytics provides; a data driven approach to measure, track and improve leadership effectiveness.
We’re going to explore this a little more next time, when we delve further into the case for using Leadership Analytics in your business.
To get our report “The #1 Most Costly Leadership Development Mistake Businesses Make, and What to do About It”, which shows how to make sure you get the increases in employee performance and engagement you’re wanting from your leadership development program, for more profit, click here.