Key for Change – Internal Drivers

“People will do something – including changing their behavior – only if it can be demonstrated that doing so is in their own best interest as defined by their own values”
Marshall Goldsmith

To realize sustainable change and change in behavior, it is necessary to not only identify the external goal one wants to achieve, but also connect this goal with the true inner motivation. When discovering the inner motivation for pursuing a particular goal, one can better connect purpose and passion.

Purpose and passion are critical because they uncover the emotion which drives forward action. Emotions can trigger action.

By connecting a challenging goal to passion and motivation, a coach allows a client to tap into a new source of energy.

Uncovering the inner motivators and emotional triggers will support goal achievement as now one can change items from a “To Do List” to a “Wanto Do List”.

(curated from Marshall Goldsmith, Executive Coach)

The Cost of Turnover – The Value of Engagement

Minimizing turnover is significantly more cost effective than churning through new hires. In a knowledge-based economy, corporations and products are increasingly specialized, so retaining experience and brain pool does count heavily.

When looking at the cost of turnover one should look at the total cost model. Direct costs and opportunity costs are to be factored in.

Costs to off-board employee
+ Cost to hire replacement
+ Transition costs
+ Costs related to disruption of talent pipeline and dip in motivation

= Total costs of turnover

On average it is estimated that turnover costs are between 150 % – 300% of the base salary of the lost employee.

Performance and Engagement

Over 70 % of the American workforce that goes to work every day is not engaged in their role, according to large scale annual studies (Gallup). Therefore businesses essentially operate at less than 30% of their capacity because team members are not contributing to their full potential. The lost opportunity is immense — but so is the opportunity for growth.

Engaged and fulfilled employees are the building blocks   to every successful organization. They use their talents, develop strong and productive relationships, and multiply their effectiveness through those relationships. They perform at consistently high levels. They drive innovation and move their organizations forward.

Connected leaders can develop engaged employees, create a sense of ownership, common visions and milestones. Connected leaders support key performers in staying focused and to operate contently at their highest levels.