Seducing Doesn’t Mean Engaging!
Updated: Mar 27
At parties, you always have those 'natural' seductors. They have that 'je ne sais quoi'. Yet, some turn out to be quite disappointing. The same goes for some organisations and leaders. Very good at attracting talent and promoting diversity. But struggling to keep it (engaged) once on board. Sometimes, they'll use financial tricks or fluffy arguments to buy loyalty or blame the leavers. Fundamentally though, as for our party seductors, they may benefit from facing reality.
Retaining talent is tougher than attracting talent. Promoting diversity doesn’t guarantee inclusion. As an organisation, you must analyse every aspect of your employee value chain to see where the itch is. As a leader, you must honestly analyse how you impact others. Hiding behind good performance is not an option. High performance can sometimes be the tree that hides the forest. Finding out the truth is tricky. Engagement surveys don't say everything. Culture measurements proposed by companies such as VoxCollector.com help.
But ultimately leaders need to do their homework and accept their (sometimes subconscious) impact on the whole value chain. Have the courage to review your leadership impact and the shadow you leave behind you. Ask for feedback, get a coach!