A survey of American workers published in August 2020 by the Society of Human Resource Management reported that:

84% say poorly trained people managers create a lot of unnecessary work and stress;

57% say managers in their workplace could benefit from training on how to be a better people manager;

50% feel their own performance would improve if their direct supervisor received additional training in people management.

In 2021 and early 2022, many organizations have been dealing with The Great Resignation.  US Bureau of Labor statistics show that upwards of 40 million Americans voluntarily left their jobs in 2021.  And while some sectors were more adversely affected than others, that's still a huge number.  Granted some are leaving for better pay and benefits-both important to team member wellbeing. Many others are leaving to find a better cultural fit-more like The Great Migration.   

So, what is the differentiator for attracting and retaining valuable team members?

In a word LEADERSHIP

In today's business environment heavily weighted toward service and technology and without the safety net promising career long employment, team member attraction and retention rely heavily on effective leadership.  

In fact, I'd go so far as to postulate that, in the not too distant future, job applicants will want to know about the leadership qualities of the person they'll be working for, as well as, the type of leadership the organization champions and supports.  

How would you answer this question of a job applicant: “What's your leadership style?”

If you're not sure how to answer the question or if you're not pleased with the answer, perhaps it's time to shift your perspective on leadership.

What if leadership is the magnetic differentiator that attracts and retains valuable team members?

How would this change your view of leadership?
How would it shift your desire to become a better leader?

What if you were as passionate about leadership as you are about the work you do?

Here's the thing: If you have team members reporting to you, leadership is your work.

So if, leadership is your work, why not be passionate about it?

The Urban dictionary defines passion this way:

"Passion is when you put more energy into something than is required to do it.  It is more than just enthusiasm or excitement, passion is ambition that is materialized into action to put as much heart, mind, body and soul into something as is possible."

Passion then is Energetic Enthusiasm expressed in Action.

How do you think job applicants and your current team members would respond if you described yourself this way?

"I am a Passionate Leader who energetically focuses on actions intended to positively influence both myself and those I lead toward a common purpose, vision or desired outcome."

I know I'd be intrigued if a leader shared that with me. I'd want to know more. I'd want to know what that looks like in action.

How about you?  What does Passionate Leadership look like in action to you? Who would you identify as a Passionate Leader?
How would Passionate Leadership help you attract and retain valuable team members?

About the Author

Gayle Ely is a Leadership Coach, Trainer and Facilitator who believes Passionate Leadership can change the world. She works with business and non-profit leaders and teams to help them perform more effectively so they and their businesses can thrive.

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