If, on the other hand, your tendency
is to control and micromanage your
employees, you’re over-functioning as a
leader. While it might feel safest and like
you’re on top of things, treating employees as though they aren’t very bright or
lacking in drive or integrity destroys
morale, creativity and productivity.
Additionally, you place yourself at risk
for burnout and failure to reach your
full potential as a professional speaker.
According to a recent Gallup Poll of
80,844 American employees, only 32
percent self-reported being actively
engaged and committed to their work
and work place. Worldwide statistics
indicate a dismal 13 percent employee
engagement. A whopping 50.8 percent
of American employees and 68 percent
worldwide indicate being passively disengaged at work, and a terrifying 17.2
percent of U.S. workers and 24 percent
of employees worldwide self-report
being actively disengaged and trying to
cause problems in their place of work.
Regardless of where you live, as a
professional speaker I trust you and
your team are far happier and more
engaged than the average worker.
Unfortunately, the odds are
greatly stacked against
having a team of
Committed to empowering and
equipping individuals and organizations
to enhance effectiveness, increase
engagement and raise productivity, I
have identified five types of employees
and adaptive leadership strategies for
dealing with each type.
Dream employees, “High-Flyers” are
extremely reliable and competent.
Tasks are done well and completed on
time as they would rather die than let
anyone down. High-Flyers make leadership look easy. All you have to do is
assign a task, give clear directions and
provide the resources they need to
complete it. Lather. Rinse. Repeat.
Unfortunately, the very traits that
make High-Flyers so incredible also set
them up for resentment and burnout.
Why? Because unless you are intentional in your leadership, you will over-rely on them. Agile leadership tips for
1. Refrain. Stop rewarding them with
more work. Doing so is like giving
pie to the winner of a pie-eating
contest. Your biggest job is to keep
tabs on how much they are doing
and the hours they are working and
to regularly re-assign tasks that can
be done by others to others.
2. Protect. Safeguard them from you,
others and themselves. While it may
be difficult for them, you must
empower High-Flyers to say “no”—
even to you. Closely related is
ensuring you keep them in
their sweet spot where they
most easily soar.
3. Reward. If you provide your best
employees with wages that reflect
the outstanding work they do, they
will feel valued. Then, occasionally
surprise them with things like
bonuses, experiences or time off.
Act on what is
them, and they
will be appreciative,
motivated and reluctant
to ever leave a boss as brilliant
and wonderful as you.
Hidden High-Flyers, “Low-Lyers” may
be lacking confidence, unaware of their
passions or talents, or introverts flying
under the radar. While it takes effort
on the front end, transforming these
solid employees into High-Flyers will
greatly benefit your speaking business.
1.mentor. Refuse to leave their development up to chance by taking an
interest in them, finding and developing their talents, and sharing your
knowledge, skills and expertise. If
you’re too busy, empower and equip
another staff member to provide
2.encourage. Sometimes Low-Lyers
only need a bit of encouragement
and a gentle reminder of something
they struggled with in the past that
they now do easily. When they
waver, tell them the qualities you see
in them, that you believe in them,
and that you know they will succeed.
3.acknowledge. Recognize and
reward the courage and efforts they
are making as they push themselves
and take risks.
A “Lacker” is missing either the mind
or skillset needed to be a highly