“Employee engagement has a direct effect on productivity, so it’s important for managers to understand the factors that help build engagement and the barriers that stifle it.”
No manager needs to be told that the difference between a disengaged workforce and an engaged workforce means the difference between a company that outperforms its competitors and one that fails to grow…
In fact, a recent Gallup study shows that employees who have bad relationships with their manager can be up to a staggering 70% disengaged! That means that if you are paying an employee $50K per year, and they are engaged for only 30% of the time, you are paying them a whopping $35K per year to sleep, post on social media how much they hate their job, or worse, spread the discontent to their peers.
With strong leadership, managers have it in their power to create an environment where employees can feel a sense of belonging, contribution, and overall self-worth—thus engaged. Or they can create an atmosphere where an employees feel unappreciated, undervalued, and disliked—thus disengaged.
Unfortunately, the same Gallup study reveals that only three out of ten managers have the NATURAL talent to become a leader. The other seven managers must LEARN to lead by developing interpersonal skills.
So with that in mind, today we wanted to give anyone who may feel they fall in with those seven one easy thing they can do by using their limitations chart in their Color Code Personality Assessment to help them gain a little more ground in the area of interpersonal skills. Ready? Let’s dive right in!
STEP 1: Go to your Color Code results and you will see a table like this:
While the strengths you possess are critical leadership qualities, let’s focus on the limitations. As you will see, based on your answers you were provided with a list of your natural limitations…those of your core color, and the limitations from the other three colors as well.
Believe it or not, your natural limitations are much easier for people to accept than those in the other colors because it is incongruent for a Red to have the Blue limitation of being overly sensitive or the White limitation of being silently stubborn as shown in the chart above.
STEP 2: Post your limitations chart on the door of your office or pass it out to your team. Then ask each of your employees/team members to circle the limitations they would like most to see you shed. Ask them to be totally honest and anonymous.
STEP 3: Once everyone has participated, take some time to go over your chart and make an action plan on how you can address the most commonly circled limitations with 100% Responsibility in mind. You’ll most likely discover some hard truths about yourself as a manager that you weren’t aware of. Don’t worry, that is normal. Many times we don’t “see” ourselves as clearly as we think we do which is why tools such as personality assessments and enlisting the honest help of others in “180” exercises such as this can be so helpful in our growth.
STEP 4: Don’t forget to follow up every 6 months with the same exercise and see how you’ve done! Then, go after more limitations and reward yourself with something nice or fun when you succeed. And, when you don’t find success quickly or easily, realize that addressing some of our bigger limitations takes time and effort. Don’t beat yourself up about it. Just take a deep breath or maybe a walk and then try again with a different approach tomorrow. The trick is to keep working at it with truthful intent.
And that’s it! Easier said than done of course but we hope you find this exercise helpful or, even better, it will inspire you with something else you could try in your quest for self-awareness and/or employee engagement!
Until next time,
The Color Code Team