GIVE Leadership wants leaders to know that there is a model of education and application that they can implement immediately to improve the quality of their leadership, engage staff members and lead sustainably.
Ithaca, NY (PRWEB) September 30, 2012
One of the often neglected resources in today’s efforts to go “green” is people, which explains why the arc of organizational development or O.D. in corporate, community and academic circles is increasingly bending toward sustainable leadership. This trend is a response to the burnout, turnover and productivity losses associated with widespread problems such as lack of employee engagement, negativity bias and workplace bullying. GIVE Leadership Institute, founded by O.D. expert and speaker Al Gonzalez, has developed an “open-source” solution to these challenges which is presently featured on its 2012 Sustainable Leadership Tour.
Many of the audiences for the tour include school teachers and college faculty, who are teaching or researching sustainability, as well as staff and students who are interested in developing superior leadership skills to help society by leading sustainable teams. The tour is also reaching business and community leaders who are interested in developing their leadership skill-set. Although the tour has been focused on included stops in the NorthEast, it has taken Gonzalez as far south as Texas A & M University.
Although the hazards that threaten sustainability are severe, “the message I’m sharing on this tour is one of hope,” Gonzalez explains. “GIVE Leadership wants leaders to know that there is a model of education and application that they can implement immediately to improve the quality of their leadership, engage staff members and lead sustainably.”
The scope of the problem is clear from some of the statistics Gonzalez cites. On the issue of employee engagement alone, Deloitte surveys show that only 20% of people are truly passionate about their work. Gallup surveys show the vast majority of workers are disengaged, with an estimated 23 million “actively disengaged.” The cost to the U.S. economy has been pegged at over $300 billion annually.
The benefits of reversing these trends are equally apparent. Gallup research also indicates that employees working in large organizations who feel their strengths are used every day are 50% more likely to work in units with lower employee turnover, 38% more likely to work in more productive business units and 44% more likely to work in units with higher customer satisfaction scores.
Alluding to the concept of “Triple Bottom Line” (People, Profit and Planet),Gonzalez links employee engagement to true sustainability. "We need to leverage our global interest in sustainability to highlight the fact that human beings are limited resources that must be managed strategically. Just as our society is planning more efficient ways to manage our energy, water and land, leaders must develop management skills that continually engage and maximize the performance of their people.”
During the speaking engagements on the tour, Gonzalez communicates the problems with workforce sustainability to audiences and presents what the GIVE Leadership website describes as "an affordable, open-source” solution to those problems by continuously leveraging the natural talents of all team members in an environment of trust and safety.
Gonzalez addresses key obstacles to sustainable teams with approaches and techniques that were developed while learning from his own mistakes and confronting the resistance and realities of the workplace. His model is a framework of time-tested organizational tools derived from years of experience applying O.D. theory to real-life situations as a leader in organizations such as Motorola, CBS Sports and Cornell University.
Gonzalez co-founded GIVE Leadership Institute in 2010, and the tour is the latest extension of GLI’s mission to help present and future generations of leadership better understand the need for change in the recognition of people as precious resources and equip them to develop truly sustainable teams.