finding solutions to LEADERSHIP DEVELOPMENT challenges.
How Are relationships Thriving Inside your Organization?
When things at work aren’t clicking well, it results in people feeling uncommitted, marginally productive, or in some cases, feeling completely checked-out from work. When relationship disconnection happens in the workplace, it bleeds into our personal lives and we start to feel flat, lifeless, anxiety filled, and increasingly dissatisfied.
If you’re in a leadership position and you can relate to this, I am really glad you’re here because I’m passionate about helping people connect better in the workplace, which always results in improved economics.
IN A RECENT GALLOP SURVEY, IT REPORTED THAT 75% OF THE AMERICAN WORKFORCE WAS DISENGAGED; due to unhealthy relationship dynamics.
Relationship dysfunction in the workplace results in costly units of human capital with minimal return. If these relationship challenges are not addressed, it may go for weeks, months, or years undermining the momentum of an organization. The good news, is that nearly all of this can be solved with becoming a more relationally effective leader.
It’s been long understood that people challenges in the workplace can lead to unnecessary and costly turnover, but what about the relationship challenges that persist between key personal such as unnecessary conflict amongst board members, members of management teams, and small business partnerships; all of which undermine the critical importance of a healthy workplace culture. The financial toll for workplace relationship challenges can’t be overstated.
And what about the emotional toll that being in a disconnected workplace environment takes on our personal lives?
research has shown time and again the sobering truths about why people leave organizations; the conclusive evidence seems to be overwhelmingly relational.
Research shows that across the organizations hierarchy structure, people leave organizations due to dissatisfied and dysfunctional relationship dynamics. Relationship dynamics with supervisors, board members, partnerships, and management teams. Across the gamut, the results are the same; it is unresolved relationship challenges that can erode the organizational culture. By contrast, organizations with high relationship health ratings are more productive, more profitable, and have higher customer satisfaction ratings than those organizations with unresolved relationship challenges. Top companies know the best reason to be concerned about solving relationship challenges in the workplace is an economic one.
studies have revealed that on average, leaders & organizations with relationship intelligence scores in the top-half, as compared to leaders & organizations with relationship intelligence scores in the bottom-half, have:
As a relationship problem solver for leaders wanting to specifically solve workplace relationship challenges, my specialty is working with leaders move from feeling stuck in conflict and disconnected, to solving the relational issues that impede on the organizations mission and vision. As a consultant for leaders & organizations, with formal training in clinical psychology, I understand what makes people thrive and what makes people simply try to survive in the workplace, and the impact these two differences have on an organization’s bottom-line.