Leading the Way
How leadership works on the ranch.
contributed article by B. Lynn Gordon Leader Consulting
CREATING LOYALTY HOW GREAT LEADERS CREATE ORGANIZATIONS YOU NEVER WANT TO LEAVE
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hange is hard and so is uncertainty. As I write this column, we are facing more uncertainty than ever before impacting citizens in the U.S. and around the globe. We can all relate to the uneasy feeling we have in our stomachs as we tune into the news wondering what is next, what does this uncertainty facing our nation mean for our families, our jobs, our community? Uncertainty causes uneasiness, anxiety, and frustration. The health emergency facing the world is unchartered territory as many of us to try and navigate through, and we are all praying and hoping for the best.
ers Create an Organization Their People Never Want to Leave, discuss what he learned from researching over 181 organizations and 10,000 employees about loyalty to their employer. Pulver said, “I titled the book ‘I Love it Here’ because that was the message I heard when I would ask an employee, ‘What is it like to work here?’. Employees who found a culture that fit, responded with, ‘I love it here. I love my job, the management, the culture, what we are doing, what I get to build or develop.’” His initial research focus was to gain a greater understanding of Millennials and Gen Z’s in the workplace. Millennials are people born between 1981 – 1996 and Gen Z’s is the label given to people born between 1997 -2010. He concluded, the results were
April 2020
The feeling of uneasiness can be the result of unchartered territory and the unknown. These are the reasons why finding a workplace that aligns with our needs, values, and culture is so important to us and when we find it, we are often loyal and Manager S tyle long-lasting employees. We all want to be able to Removed Manager say, “I am at my job because I love it here.”
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I recently had the opportunity to hear Clint Pulver, author of the book, I Love it Here: How Great Lead-
not impacted by the generation represented as much as the management style occurring in the business. “People are people,” he said, “they still appear to want the underlining basics to be heard, understood, valued, and recognized by those around them.” As Pulver gathered data from employees, he realized that their loyalty to their employers could be traced back to what the employers did to encourage loyalty. What did the leaders in the organizations, companies, or businesses do to create an environment that employees didn’t want to leave? From this, he identified four types of managers and how their management and leadership styles impacted employee engagement. (See chart).
S tandards Connec tion Employee Reac tion Low
Low
Disengagement
Buddy Manager
Low
High
Entitlement
Controlling Manager
High
Low
Rebellion
Mentor Manager
High
High
Repect
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