Growth-Focused Leader (GFL)
Our Growth-Focused Leader (GFL) program equips leaders with essential knowledge and skills. It establishes a clear framework, purpose, and structure, fostering impactful conversations with individuals and teams. This approach inspires, prioritizes, promotes growth, ensures accountability, and enhances collaboration and alignment.
The Changing Demands of the Workplace Today means Millennials and GenZ (who make up approximately half of the global workforce today) are changing the very will of the world – and redefining what it means to have a great job and a great life.
A Gallup report from 2022 found that many workers, particularly Gen Z and young millennials, are not fully engaged at work. This lack of engagement could make it harder for them to advance in their careers and may also have an impact on overall company performance.
Employee engagement levels have dropped since 2020
The Gallup research with around 67,000 respondents found that only 32% of workers are engaged at work, compared to 36% in 2020.
The number of “actively disengaged” workers has increased since 2020, while the percentage of those considered “not engaged” has remained about the same. Engagement, which had been rising before the pandemic, started to decline in 2021.
Younger workers, especially those under 35, experienced a more significant decrease in engagement. They reported feeling less heard and cared for at work, with fewer opportunities for development and learning compared to older colleagues.
The Past (My Job) Vs The Future (My Life) Workplace
However, there’s a significant opportunity for improvement with the structured GFL sessions as statistics show 70% of Employee Engagement depends on THE MANAGER. Many teams (80%) fail to reach their goals because organizations are not adapting to the changing demands of the modern workplace.
Here’s what Gallup suggests based on data-driven report:
- Millennials and Generation Z don’t just work for a paycheck – They want a purpose. For people in these generations, their work must have meaning. They want to work for organizations with a mission and purpose.
- They are no longer pursuing job satisfaction – They are pursuing development. Millennials and Generation Z don’t want bosses – They want coaches.
- They don’t want annual reviews – They want ongoing conversations.
- They don’t want a manager who fixates on their weakness.
- For them, it’s not just a job; it’s their life. They want to know if the organization values what they bring. They are constantly asking: “Does this organization value my strengths and my contribution?”
Adapting to these preferences with our performance-driven HPL program is key for organizational success.
The best strengths-based organizations develop your leaders, managers, and employees based on their unique talents and see better outcomes in all the metrics that matter to leaders, such as 15% higher employee engagement, 7% higher customer engagement, 29.4% higher profit, and 72% lower attrition in high-turnover organizations.