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Success in the modern business world depends on effective people management skills. These skills can be improved and studied. Having a intuitive affinity for dealing with people and building relationships may be a plus, but there are many things you can do to facilitate the process. Relationship Building: Begin by memorizing a person’s name. Talk to people; look people in the eye during a conversation. Develop a respectful attitude, in addition listen to everything the other individual says, even if you disagree or have another point of view. Paying attention to everything staff say is one of the most crucial talent management skills in your arsenal. Encourage any contributions from team members.

Exhibit integrity: Don’t make promises you will not keep. If your word is not kept, it can destroy trust, and individuals won’t give you their best without trusting you. Each time you make a statement or give your word on something, ensure you can deliver or it would really be more sensible not to give your word at all. To be frank, when your people can’t count on you, they won’t be there when they are most needed.

Welcome any comments: It’s a two way street. Having an open mind regarding other people’s ideas is an important skill in effective talent management. Being approachable and open shows that you value other people’s views, your ideas will be appreciated in the same manner. Promoting discussion also opens doors to creative problem solving, ways of fulfilling goals, and develops the team. When team members can express themselves, every member invests in the results. Promote all sorts of communication: Good communication is fundamental to dealing with employees effectively. Keeping an open door policy, apply listening skills, be open-minded, and permit each of your team to express their views. Inspire team members not just to communicate with you, but with each other. The creative process relies a great deal on the open exchange of opinions, and in listening to each other, it becomes easy to find any issues before they become a problem, permitting corrective action to be implemented to prevent any further problems.

Some time and effort will be required, yet the payoff is worth it. Through establishing the bonds of a good team and by taking heed of your team’s opinions, you can easily accomplish the best in business success.

In the competitive world of business, companies may decide to forgo leadership training in order to cut costs. However, a high-quality Leadership Development course can save six figures off a company’s bottom line each year. Not only does a company need to vie for its share of today’s market to keep itself profitable and successful, but it must also compete to keep its biggest investment, its employees.

In a recent Bureau of Labor Statistics Report, the United States Department of Labor stated that the median tenure of employees ages 25 to 34 was 2.9 years. They also reported that management and professional occupations, with the highest median tenure among major occupational groups, was only 5.0 years. Consider then, the cost of employee turnover.

A company should calculate the replacement of an employee at 150% of the employee’s annual total compensation figure, and 250% if the employee is in a managerial or sales position. This figure includes lost productivity, training, recruitment, temporary replacements, either through hiring temporary staff or overtime incurred by other employees, and the actual cost of an employee leaving. Simply put, if your company’s average employee compensation package is $50,000 then the average cost for the loss of an employee is approximately $75,000. Consider also that if your company maintains a workforce of 1000 people and a yearly turnover rate of 7%, then your annual turnover expenditure will be approximately $525,000 a year. Over a period of 5 years, this figure can easily top two and half million. (To see a break down of costs see our employee turnover.) Wouldn’t companies be better off using this money in developing leadership and innovative ideas to stay ahead of the competition? The answer will be a resounding yes.

So how does a company keep its quality employees?

A first step would be to discover what an employee feels is important in his or her job. CMOE surveyed 327 employees about their supervisors (117) before these supervisors attended a Leadership Development Course. The survey asked employees to give their opinions about what their supervisors were doing right; and in what areas could their supervisors improve. Twelve companies and agencies participated in these survey evaluations, representing the fields of banking, education, government, manufacturing, and sales. The data showed that employees want to be engaged, trusted, and responsible for their contributions. They also want to share in the emotional benefits of being linked with a growing and successful business. Good leadership is the key to fulfilling these employee needs.

Another step is to put in place a team of leaders who have the skills to inspire a commitment from their employees to accept responsibility for and have a vested interest in their company and co-workers. Unfortunately, too many managers have knowledge about good leadership skills and still do not understand how to put this knowledge to work in the most effective manner. Training professionals can help these managers develop their knowledge into successful skills. An experienced leadership training company can also help companies develop an effective Leadership Development Course specific to a company’s needs. The result will add dollars to the bottom line by keeping valuable employees, increasing productivity, and creating an environment conducive to innovation that will keep the business ahead of its competition.

The Center for Management and Organization Effectiveness can help you develop effective leaders through our Leadership Development Courses such as: Applied Strategic Thinking, Coaching Skills, Team Building, and Transition into Leadership.

Martha Rice is a design team leader for the Center for Management and Organization Effectiveness. She has degrees in both English and Communication and has over twenty five years experience in administration.

If you would like to learn more about any of these or other Leadership Development Courses, please contact a representative from CMOE. You can contact us at (888)262-2499

Does your company need a jumpstart? Is revenue low, morale declining, and your leadership tactics no longer making an impact? This may be the perfect time to look into leadership coaching.

A good executive coaching program should do more than just set you up with a speaker reading over a PowerPoint presentation. Team up your senior leaders with a good corporate coaching program, and you could be discussing fostering relationships, building strategy, and improving revenue and communications all while hitting the slopes, climbing a mountain or rafting some white water. It’s easy to connect in an environment where you can be creative, and think outside the box.

A good leadership system can make all the difference in your organization. It effects; communication, human performance, accountability, delivery and measurement. A one-on-one approach, and a program that is tailored to suit your organization’s specific needs, is the best choice in executive coaching.

There are a few important things to consider if you want to engage in an executive coaching program. Look for a company that will provide you with someone who is more than just a speaker. You want to be paired up with someone who will be a trusted advisor to you as your organization grows and changes. Also, a good coaching program will include industry consultants to provide expert advice in some technical areas. Talk to your consultant about the specific goals you want your leadership program to meet. Every business or organization needs direction in a different area or department. This is what makes a one-on-one coaching program so unique; you work on meeting goals where your company needs it the most.

To learn more about your possible executive coaching program, please visit www.maxcomminc.com today.

Carol Coulter has been the director of marketing communications at Maxcomm Inc. for five years. She has been in the management consulting business since 1979.
Please visit www.maxcomminc.com today.