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Click to go to: How much does turnover cost your organization? Don't let what you cannot do interfere with what you can do. George Lucas and Leadership Accountability Coaching: The Key To Effective Training How much does turnover cost your organization? The following is a comprehensive checklist of items to include when calculating the cost of turnover in any organization. To determine the costs, have the hourly and weekly cost of fully loaded payroll costs (i.e. salary plus benefits) of the vacant position, the management staff, the recruitment staff and others as outlined below. Don't let what you cannot do interfere with what you can do. John Wooden was the greatest college basketball coach in history. That is an indisputable fact. His UCLA Bruins set victory records that no other college team has ever approached including: 10 NCAA championships in 12 years (including 7 consecutive); 19 conference championships; 4 undefeated seasons; an 88 game winning streak; a 38 game NCAA tournament winning streak. He was voted college coach of the year 6 times. With Lenny Wilkens, he is one of only two individuals enshrined in the National Basketball Hall of Fame as both a coach and player. Besides his athletic accomplishments, Wooden is a recipient of the Presidential Medal of Freedom (2003) and the Bellarmine Medal of Excellence (1985), the only sports figure to ever receive that award (other recipients include Mother Teresa). Despite all of the championships, Wooden asserts that success in life is not about "getting the trophy." His definition of success is simple: "Success is peace of mind that is the direct result of self-satisfaction in knowing you did your best to become the best that you are capable of becoming. Furthermore, only one person can ultimately judge the level of your success—you...that is what true success is." Wooden believes that, "anything stemming from that success is simply a by-product, whether it be the score, the trophy, a national championship, fame, or fortune. They are all by-products of success rather than success itself, indicators that you perhaps succeeded in the more important contest...The real contest, of course, is striving to reach your personal best, and that is totally under your control." John Wooden always considered himself a teacher first who also happened to be a basketball coach. During his coaching and teaching years, he developed a success model that he named the "Pyramid of Success." Not just a cute, trendy "formula" for coaching basketball or success in business, it is a blueprint for success in life. Its cornerstones are industriousness and enthusiasm which form the bookends to its foundation of friendship, loyalty and cooperation. The summit of the pyramid is competitive greatness. Striving for one's best in each category is the goal. (see www.coachwooden.com) But what a marvelous foundation! They are the simplest, yet richest human qualities that connect us with others. By striving to excel in these "blocks," we start toward the peace of mind of doing our best that Wooden believes is the definition of success. Success Questions
George Lucas and Leadership Accountability The cultural phenomenon of the moment is undoubtedly "Star Wars: Episode III—Revenge of the Sith," which made history with its opening day box office. And while movies are hardly our expertise, there is an interesting leadership story to be found in its creator, George Lucas. First, much has been written about Lucas' ability to originally convince cautious movie studios in the mid-1970's to take a gamble on a project that would go on to be the most lucrative series in cinema history. In doing so, he proved himself not only a visionary but a good communicator—which every visionary in the corporate world must strive to be. Secondly, in a recent interview Lucas discussed the fact that "Star Wars," for better or worse, starts and ends with him. He says that if anyone has a problem, there's no one else to blame—not movie studios or consultants—but that the buck starts, and ends, with him. That's called accountability - one of the most important aspects of leadership, and something those working for you will come to respect and embrace if you demonstrate it. Corporate history is filled with situations where people failed at one point or another, both on big issues and small issues. In all cases, it is a person's ability to account and own up for the failure, deal with its resulting problems, and persevere to the end that creates trust among colleagues. And in the end, the reputation for credibility that a person earns is worth its weight in gold. Accountability Questions
Every month we look at key leadership ideas and strategies. Check our site every month for new topics. Coaching: The Key To Effective Training It might seem second-nature, right? That one-on-one instruction, or individual coaching, is more effective and lasting than training done in large groups. Then why don’t more organizations do it? Recent data shows the incredible effect of individual coaching. According to Coaching.com, individual coaching increases the effectiveness of group training from 3 to 5 times. Yes, that means people retain and improve up to five times greater when individual coaching accompanies group training. Thinking back to your college days, perhaps this isn’t all that surprising. Think about your classes which were primarily large group lectures. Did your mind ever wander? Did you ever become less attentive, more distracted, or more disengaged? Did you ever feel unmotivated to follow up on your questions or concerns because you really didn’t know the instructor or there were too many other students "in line?" However, in your smaller discussion classes, didn’t you focus better, engage and participate more, and approach the instructor with your questions? Individual coaching takes this a step farther. If you ever received individual lessons or coaching in music or sports, you know how much better your results were than if you had received group training. It’s nearly impossible, however, given the time constraints of most organizations for managers to provide thorough coaching to their employees. And, in many companies, overworked HR departments must focus on recruiting, replacement and other issues. Coaching takes a backseat to surviving the heavy challenges of day-to-day operations. One answer to all of this is to bring in coaching from the outside, contacting professionals who are skilled at coaching and have the time and desire to do it. That’s where organizations like Henle Management come in. We are here to help you with this valuable function that you might not have the time, or capabilities, to provide. And as you’ll see with our other articles this month, it’s essential in more ways than one. Every month we look at key leadership ideas and strategies. Check our website for new topics.
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