Comments on: Employees Can’t Get No Satisfaction

By: Jennifer

Jennifer — Sun, 17 Jan 2010 22:04:24 +0000

Hello, all and thanks for stopping by the People Equation!

Becky, Thomas and John, your comments highlight the theme of dysfunction. Whether it’s the unhealthy behavior of a single leader or the collected dysfunction a corporate culture, employees suffer the consequences. As you have noted, it’s easier (in relative terms, I suppose) to be a better manager when times are flush. I have always believed that the true character of a person comes out in times of duress. And, to John’s tweeted question of “is Leadership Training Dead?” . . .well, we could *really* chew on that one, couldn’t we? Hmm….maybe fodder for another post.

By: John

John — Sun, 17 Jan 2010 18:28:57 +0000

Hi Jennifer!

This makes me wonder… in good times, or easy times, it appears easy to lead. But… when times get tough, when you need good leadership, it seems to disappear. Perhaps leadership in good times isn’t as good as we thought.

Thanks for the post!
John

By: Thomas Waterhouse

Thomas Waterhouse — Fri, 15 Jan 2010 14:18:48 +0000

Hello Jennifer! I cannot help but to look at the relationship between “the drivers of employee engagement” and in particular “Organizational Health (OH)” and “Managerial Quality (MQ)”. Of course, the overall health of an organization affects the parts, but it doesn’t necessarily have to drive managerial outcomes. The obvious challenge, from my perspective, becomes helping the manager to stay relationally and productively healthy in a dysfunctional context, and this is an “inside job”. The “logical” understanding for energy-flow would be OH>MQ but from a “systems perspective” it could be MQ>OH, that is, IF we focus on “Managerial Health (MH)” despite organizational breakdowns. Becky certainly alludes to this, and a great article or workshop for managers would be “Overflowing When the Well Seems Dry”. I could go on forever with this topic but you, Becky and others are far better suited to that task! Thanks Jennifer; as always, you are issuing a wonderful challenge and making us think.

By: DebExo

DebExo — Fri, 15 Jan 2010 13:03:29 +0000

Jennifer I love the question “Is Leadership Development Necessary?” and your resounding conclusion “No!”. Building on your call to action, I believe our learning communities are being called to provide bold and radical guidance/models/practicum to grow and develop global leaders for the 21st century.

Are we ready?

By: Becky Robinson

Becky Robinson — Fri, 15 Jan 2010 10:50:27 +0000

Hi Jennifer –

Great encouragement from you for leaders to DO SOMETHING about one of the things that’s not working at work.

I am wondering if tough economic conditions affect managers’/leaders’ ability to stay focused on performing at their best? In this age of anxiety, people may be more focused on survival than on success and satisfaction.

The conclusion, of course, is the same: Let’s find ways to do something about it.

Thanks for getting me thinking!