In March of 2020, the pandemic presented a long list of challenges for business leaders. High on the list was how to continue their efforts to deliver a great employee experience. Before the pandemic, leaders thought they “cracked the code” on what a great employee experience looks like.
Now, not so much.
Research with managers over 10 years by the EI Institute, formerly Liautuad Institute, University of Illinois Graduate School of Business, Chicago, IL (Three Things Employees Want More Than Just Money) that employees’ expectations for a great employee experience shifted away from compensation and rewards towards three additional needs:
Nurturing employees’ sense of belonging
Helping managers empower employees via more challenging work
Making a meaningful contribution to the organization
All of these needs share one challenge. Managers haven’t mastered the skills required to address and fulfill these needs which are key factors to retaining top talent.
This transformative development experience impacts managers’ ability to drive these three new employee-experience needs.
New modern managers and emerging leaders need six key leadership skills to deliver on the three employee needs mentioned above:
Transitioning into a managerial role
Leading remote teams
Being resilient in the midst of uncertainty and change
Having difficult conversations
Building coaching skills
Leading with emotional intelligence
Group coaching provides managers with a personalized learning experience that creates a sense of bonding with their cohort, challenges them to up-level their leadership skills and translates to having greater impact and meaning in their role.
Leadership development that incorporates experience-based virtual group coaching delivers higher value through smaller, more intimate groups.
How will this type of learning help enhance the employee experience?
According to Diane Kubal, Founder of Fulcrum Network, managers need a fresh and more personalized approach to learning because previous programs haven’t yielded the expected results.
Let’s dive in for more details.
Nurturing employees’ sense of belonging
According to a recent article in Harvard Business Review, communication and empathy is key. Managers who develop self-awareness about their professional work and communication styles using tools like the DISC Professional Styles assessment is one example of how to increase emotional intelligence.
Once managers experience empathy, they begin to notice team member needs at a deeper level. As a result, they are inspired and motivated to apply an individualized approach with their team.
Group coaching offers an impactful way to foster a sense of belonging where managers experience the “power of the group,” have a safe space to learn, practice new skills and develop empathy for each other. This naturally translates to implementing these skills with employees.
Helping Managers Empower Employees via more challenging work
How quickly can your company prepare managers to address this need more effectively?
The six essential skills empower managers with tools to address employees’ needs for more challenging work. Through being empowered to leverage their own strengths and opportunities for development, managers are able to understand how to do the same with team members.
Over time, both manager and employee mindsets shift and become more open to leveraging strengths, building new skills and closing important skill gaps.
Leadership development that incorporates a group coaching experience motivates managers to quickly apply their newly acquired skills.
Making a meaningful contribution to the organization.
As a result, managers will have greater impact on the organization, keeping employees engaged, and productive while addressing their evolving needs.
To learn more contact Diane Kubal, Founder, Fulcrum Network.
Diane Kubal is a PbPI corporate partner and founder of Fulcrum Network, a boutique firm that helps internal Learning and Development and Human Resource professionals find the right programs and resources for training, organization development, human resources and executive coaching projects. The network consists of consultants across the United States and abroad. Connect with Diane on LinkedIn.