The Coaching Effect Blog

The Coaching Effect Blog

    2 Most Important Keys to Effective Leadership

    by Jaime Davis-Thomas / July 28, 2010

    Editor's Note: This blog has been updated for accuracy and comprehensiveness on July 10, 2020. Photo by Hattie Kingsley Photography. 

    According to a study by the Hay Group, a global management consultancy, there are 75 key components of employee satisfaction. In this blog we'll discuss the top two and the responsibilities leaders have in order to drive more engagement, productivity and discretionary effort. 

    The top two components of employee satisfaction is 1) trust and confidence and 2) effective communication.

    Trust and Confidence

    Trust and confidence in top leadership was the single most reliable predictor of employee satisfaction in an organization. According to data from the Coaching Effect Survey, there is a strong relationship between a team member's sales performance and team members that report their manager cares about them as a person, not just a sales producer.

    BLOG: 6 Behaviors of Sales Managers Who Are Highly Trusted

    This data proves that a personal relationship with a team member's manager is important to top-performing team members.  So in order to coach your team members effectively, you must first connect with them as an individual. For some managers that will come naturally, but other relationships can be more difficult to form.  So how do you create relationships of trust with all the reps you lead? Learn more in this blog.

    EFfective Communication

    Effective communication from leadership was showcased in three critical areas and was the key to winning organizational trust and confidence. Those three include: 

      1. Helping employees understand the company's overall business strategy.
      2. Helping employees understand how they contribute to achieving key business objectives.
      3. Sharing information with employees on both how the company is doing and how an employee's own division is doing - relative to strategic business objectives.

    Most managers say they are communicating more often and/or at a higher quality with their employees now vs. one year ago. Unfortunately, their teams may not be getting the memo because 69 percent of executives interviewed said messages to employees have become more frequent, and 56 percent believed communication is of higher quality. Yet, only 37 percent of workers polled agreed there's been a boost in the rate of corporate updates, and only 38 percent of workers felt information has improved

    One way to enhance this skill is to schedule one-to-one's regularly with team members and/or increase the amount of updates being shared during team meetings if you want to be more efficient. That way, all of your team members are on the same page and driving the same ship you're on. 

    So in a nutshell - you must be trustworthy and you have to be able to communicate a vision of where the organization needs to go. To get a deeper understanding of how to do this, check out The Coaching Effect book, or download the first chapter:

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    Lamb, L. F., McKee, K. B. (2004). Applied Public Relations: Cases in Stakeholder Management, Mahwah, New Jersey: Lawrence Erlbaum Associates

    Tags: New to Leadership Building Relationships

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