The Productivity Problem No One is Solving

This morning, I had coffee with a former colleague and friend.  After catching up on family, our conversation shifted to what drives us in our work.  We’ve both moved beyond black-and-white, task-driven roles into visionary ones—helping people on their journey to become the best version of themselves.

We had a shared energy around the power of ongoing partnerships with leaders who prioritize life-long development. That’s where behavior change happens-and with it, meaningful business results. It was a great start to the day!

I want to share some insights with you.

The Gallup Survey continues to shine a light on dwindling employee engagement which costs U.S. companies an estimated $2 trillion in lost productivity.

The fact that less than 50% of employees agree they know what’s expected of them continues to weigh heavy on my mind and was central to this morning’s coffee chat. 

How can this be?  It sounds so simple, “managers, tell employees what you expect from them!”

Unfortunately, it’s more complicated than that. 

·      Work has become more complex with new technologies

·      Customer demands have increased

·      Insufficient leader skill building

We’ve failed to sustainably address a decades-old problem.  We promote our top performers to leadership roles without developing their leadership skills and capabilities.  Everyone has the capability to lead, but that capability needs to be developed.  Side note – we should also ask them if they want to lead. 

I remember moving from an HR Manager role where I did everything myself to one where I suddenly had direct reports—and it was scary. My role shifted from doing the work to leading the work. Instead of checking off my own to-do list, I now had to think differently: focus on the bigger picture, solve problems, and identify what would deliver the greatest ROI for the organization. That transition required deliberate thought.

All too often, employees don’t know what’s expected of them because their managers are new in their role.  Managers slip back into doing the day-to-day work they excelled at, leaving direct reports unsure of priorities.  It becomes a cycle of frustration and disengagement.

So, where do you begin with leader development?

Self-awareness, it’s a superpower. 

Consider this…do you go to the grocery store without taking stock of what’s in your pantry?  If you do you might end up going down the aisle putting things in your cart that you don’t need.

Similarly with leader development you need to take stock of your strengths, the value you bring to the organization, your ideal environment, your motivators, and your interpersonal skills.

From there, you build action plans that include mentorship, readings, workshops/classes, and 1:1 coaching from your leader or a professional coach.

This is why I partner with leaders and organizations who are ready to break the cycle.  Through DISC, EQ assessments, and targeted coaching, I help managers grow into confident leaders who set clear expectations, inspire their teams, and drive measurable results.

Email me at susan@talent-advancement.com to explore how leadership development can increase engagement and productivity in your organization.