Key Components of Leadership Hypothesis
John Rampton, the founder and CEO of Calendar, believes that leadership strategy is about empowering others to do their best and take on new challenges, while Dana Brownlee, founder of Professionalism Matters, also thinks that a great leader is one who makes those around them better. Statistically, 69% of employees say they would work harder if they felt their efforts were better recognized.
Qualitative evidence that a key component of leadership is magnifying and amplifying the talent of others
- Good leaders that magnify and amplify employees do not only increase their job performance and commitment within an organization but also go beyond the job requirements, thus increasing the organization’s general performance and making it more profitable.
- According to Coach Lolly Daskal, learning how to bring out the best in others is one of the most important things leaders should do.
- Furthermore, Richard S. Wellins, co-author of Your First Leadership Job: How Catalyst Leaders Bring Out the Best In Others, believes that “as a leader, your focus changes; your number one priority is to bring out the best in others.”
- Liz Wiseman, author of Rookie Smarts: Why Learning Beats Knowing in the New Game of Work, also believes that magnifying and amplifying the talent of others is a key component of leadership. She calls leaders who bring out the best in others as "multipliers" who take the time to understand the capabilities of each individual so that they can connect employees with the right people and the right opportunities—thereby building a virtuous cycle of attraction, growth, and opportunity.
- Tim Irwin, the author of Extraordinary Influence: How Great Leaders Bring Out the Best in Others, found that negative or ‘threatening’ statements from leaders tend to have the opposite desired effect. Words of affirmation actually activate areas of the brain associated with openness and calmness, which leads to greater productivity.
- John Rampton, the founder and CEO of Calendar, also believes that leadership strategy is about empowering others to do their best and take on new challenges. Great leaders empower their employees to grow by giving them challenging opportunities and guiding them as needed to create great accomplishments.
- Dana Brownlee, the founder of Professionalism Matters, also thinks that a great leader is one who makes those around them better. She believes that "if team members have become disengaged or stagnant in their work, it may be time to reassess and reform the strategies to create positive results."
- Leaders who consistently acknowledge employees for good work are five times more likely to stay at the company, and those who consistently help them manage their workload are eight times more likely to stay.
- According to global studies, recognition is the number one thing employees say their manager could give them to inspire them to produce great work.
Quantitative evidence that a key component of leadership is magnifying and amplifying the talent of others
- Based on the study conducted by DDI and Harris Interactive, 98% of employees who have good leaders are motivated to do their best, while only 11% of employees with ineffective managers felt motivated to give their best.
- Furthermore, when employees have a bad view of their manager’s ability to inspire their best, it leads to a poor turnover. 39% of those surveyed said they had left a job because of their leader.
- A leader who does not magnify or amplify the talents of others create a toxic workplace where 50% of employees leave their jobs at some point.
- 69% of employees say they would work harder if they felt their efforts were better recognized.
- According to Zenger and Folkman’s survey, 92% of respondents agreed with the assertion that “negative (redirecting) feedback, if delivered appropriately, is effective at improving performance.”
- According to Gallup's one study of 65,672 employees, those who received strengths feedback had turnover rates that were 14.9% lower than for employees who received no feedback.
- According to TINYpulse data, 21.5% of employees that don’t feel recognized when they do great work are almost twice as likely to be job hunting, compared to just 12.4% who feel recognized.
- TINYpulse discovered that 24% of employees who felt that they had not received recognition from their direct supervisor in the past two weeks had recently interviewed for another position, compared to just 13% who had received recognition.
- According to the surveyed HR leaders, recognizing employees boost employee experience (89%), employee relationships (86%), organizational culture (85%), employee engagement (84%), and organizational values (83%). Therefore, it’s important for HR leaders to treat employee recognition as a management practice with a real and measurable business impact.