Retention Skills Training:
Learning How To Attract And Keep Employees

It's a hard fact to face, but bad managers consistently top the list of reasons why employees leave.

Organizations make a substantial investment in building a good leadership team, but while some managers may be highly skilled at achieving good business results, some have real difficulty working with others.

That can mean high turnover. Which means lost time, lost money, and a company that is on the road to losing its competitive edge.

But most organizations don't deal with that aspect of management behavior. Why not?

• The manager has a good track record of contributions and accomplishments
• The manager provides critical technical or business knowledge, or has brilliant analytic or problem-solving skills
• The manager has a strong power base or part-ownership of the organization
• The manager is ambitious, personable, and genuinely committed to the organization
• There is little or no organizational consensus on what constitutes good executive behavior
• It's not an organization that likes confrontation

So what you need is improved skills among your managerial staff. Skills that encourage employee retention and cut down on employee turnover.

How Joel Goldberg Can Help:

We work with your management to develop their skill sets so that they can succeed. (And we've done so successfully even with managers at risk for reassignment or termination.)

We help them build the following skills:

• Better adaptation to and acceptance of change
• Improved team building skills
• More constructive ways of handling pressure
• Enhancing their own and employees' natural talent
• Creating a positive, motivated work environment
• Using a variety of approaches to problem solving, as opposed to top-down command
• Developing strong interpersonal relationship and communication skills
• Keeps commitments
• Learning ton shares credit and solicit ideas from others
• Balancing 'big picture' thinking with the capacity to absorb detail
• Learning to be clear without being confrontational

Joel Goldberg & Associates helps individuals to optimize performance, reach their potential, and make lasting contributions to the business. The result is improved leadership behavior through increased self-awareness and the development of new skills.

The Coaching Process:

Initial Assessment

At the preliminary meeting, the scope of the problem and the potential for a successful intervention is determined, and a contract is developed with the manager.

Extensive personal interviews result in questions answered, and mutually agreed upon goals and success criteria. The discussion may include identification of aspirations; career strategy; the nature of commitment, the nature of expectations, and both the organization's and the executive's measures of effectiveness.

Tools may include:

Assessment of communication and behavioral styles

• Emotional intelligence assessment
• Leadership skills inventory
• 360 performance feedback
• Organizational context and culture assessment
• Values and work criteria of the executive

Analysis of data

The combined assessment and survey data, along with findings from the personal interview process are used to prepare a set of developmental activities for presentation to the client.

Feedback and agreement with the manager

The manager and the consultant review the feedback and proposed developmental activities.

When agreement is reached to proceed with the process, a Personalized Development Plan and implementation schedule is created. This document incorporates mutually agreed upon approaches to solving existing challenges based on the findings of the assessment. Included are persistent challenge areas to develop and core strengths to leverage.

The manager takes the Personalized Development Plan and presents it to his or her superior, gaining approval for the Plan and for the organizational resources to support it.

Ongoing consultation and management of the development process continues as desired. Follow-up meetings between the manager, his or her superior, and Joel Goldberg track improvement, set intermediate goals and/or agree the process is complete.

What are the bottom line benefits?

Expected results for the manager:

• Measurable increases in performance and the quality of working relationships with others
• Ability to make a greater contribution to the organization
• Awareness of the capacities the executive needs to build
• Shared criteria about what defines success and how it is measured

Benefits for the organization:

• Preservation of investment in the executive
• Minimization of disruption to projects
• Continuity of leadership within the organization
• Improved employee retention

Joel Goldberg can help a manager develop the skills needed to keep a good team together, and make it great. Find out more. Call him now: 716-836-8683