Do People Leave Managers or Do They Leave Companies?

Do People Leave Managers or Do They Leave Companies?

My last few posts have focused a bit more on culture and leadership (or lack thereof); in today's post, I'll continue the trend with a focus on management sins. I found three separate items that I wanted to share with you, all quite interesting, some with overlap. 

The first is a whitepaper I recently came across titled 7 Deadly Sins of Management™. It comes from the Management and Leadership Network (MLN) and the Center for Competitiveness (CforC). They conducted research among executives in Northern Ireland to determine if there was a common understanding or thread as to why businesses in the region fail. Apparently, there is a "management and leadership deficit"in the UK. According to their research, the following leadership behaviors cause a business to under-perform or to fail.

  1. Lack of vision (No desired future state identified to be working towards)
  2. Lack of focus (Lack of focus on the areas of the business which add most value)
  3. Inappropriate role model (not leading by example - actions not matching words, not open to learning, not taking ownership)
  4. Not close enough to the business (lack of understanding of markets, customers, staff or product evolution)
  5. Lack of accountability or discipline (no action for non-performance, chaotic/fire-fighting environment, too fluid)
  6. Lack of constancy of purpose (Not staying the course because of the distractions or opportunities which causes the “eye to be taken off the ball”)
  7. Too much focus on the numbers (short-termism, lack of patience, mechanistic environment, blame culture)
     

Without a doubt, these behaviors are 110% detrimental to any business. When there's no clarity for employees, when they see leaders fumble around trying to figure out next steps, and when they feel like leaders don't understand the business itself and what they're supposed to be doing, employees begin to question whether they want to continue to work for these folks. And worse, employees decide to leave.

The next item I found was Dr. W. Edwards Deming seven deadly diseases of western management, which he notes are:
 

  1. Lack of constancy of purpose
  2. Emphasis on short-term profits
  3. Annual rating of performance: “it is purely a lottery”
  4. Mobility of management (i.e., job hopping)
  5. Use of visible figures only, with little or no consideration of figures that are unknown or unknowable
  6. Excessive medical costs
  7. Excessive legal damage awards swelled by lawyers working on contingency fees
     

For any business to be transformed, for businesses to survey, clearly these diseases need to be cured. The first five are his original "diseases," and he added the other two later.

And finally, the third item is a book by Dr. John Collis, The Seven Fatal Management Sins | Understanding and Avoiding Managerial Malpractice, in which he calls out and defines the following sins:
 

  1. The character flaw: erosion of trust and integrity
  2. Blind ambition: focus more on managing your career than managing the organization
  3. Short-term scare mentality: managing for survival
  4. Indecisiveness: unclear on when and who decides
  5. Blurred focus: the fuzzy vision
  6. Employees perceived as an expense, not as an investment
  7. Managing unchecked: lack of real accountability
     

Pundits actually ponder if people really leave managers, not companies. With traits like those listed, why would an employee want to stay. An interesting observation is that none of these three really put a heavy focus on employee development; each one stated only one sin that pertained to the employee, although, ultimately, they all impact employees,

From these lists, some of the deal-breaker behaviors for me - ones that I've witnessed fairly consistently over the years, unfortunately - include:
 

  1. Lack of vision
  2. Lack of focus/constancy of purpose
  3. No real accountability
  4. Too much focus on the numbers
  5. Not leading by example
  6. Lack of trust and integrity
  7. Managing for survival
     

Based on your experience, what else would you add to the sins outlined by the three sources I've noted? What sins have you seen your managers or leadership team commit? What are your deal breakers?

So much of what we call management consists of making it difficult for people to work. -Peter Drucker

Annette Franz
Client Experience
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Annette blogs at CX Journey, where she shares her passion for helping companies understand the importance of the employee experience and its role in delivering an excepti ... Click for full bio

An Advisor's Guide to Helping Women Become Savvy Investors

An Advisor's Guide to Helping Women Become Savvy Investors

Today, more women than ever are involved in managing their personal and household finances. In a recent study, nearly half of the women surveyed (44%) stated that they are solely responsible for their household financial decisions, compared to 35% of men1. But the study wasn’t all good news. While women may be taking the lead when it comes to their finances, they also reported that they are not confident in doing so. In fact, in every financial category included in the survey, men reported much greater confidence than women. Where was the biggest gap? You guessed it: investing.

For advisors, this presents a challenge and an opportunity. There is a 90% likelihood that a woman will be financially self-reliant at some point in her life due to divorce, becoming a widow, or choosing to marry later in life or not at all2. By taking steps to help your female clients become confident, savvy investors, you’ll not only be more effective at serving in the best interests of these women and their families, but you’ll also be able to build much stronger, more trusted relationships to help ensure each family’s assets remain in your care for decades to come.

Follow these five steps to help your female clients invest with greater confidence:


1. Urge every woman to put her financial needs first. 


Women do have a weakness when it comes to planning for the future, but it has nothing to do with a lack of knowledge, skill, or smarts. Their primary weakness is a willingness to put others’ needs first. This is a huge mistake when it comes to planning for the future. Investing for retirement simply can’t wait until the kids are grown or aging parents no longer need care. In fact, based on average life expectancies, women should plan to accumulate enough funds to last at least 20 years after retirement. The following chart illustrates the power of compounding based on an 8% rate of return to help bring that point home:

This hypothetical example assumes an annual 8% rate of return and does not take into account income taxes or investment fees and expenses. This example is for illustrative purposes only and does not represent the performance of any specific investment. An investor’s actual return is not likely to be consistent from year to year, and there is no guarantee that a specific rate of return will be achieved.

2. Educate women about the power of investing.


Security about any topic is rooted in confidence and knowledge. Educating your female clients about investment basics can help drive more confident decisions and more positive long-term outcomes. From the basics of compounding to the nuts and bolts of researching options and understanding the pros and cons of different asset classes, make it your job to help every client understand what she is buying—and why.

3. Dive into the details of asset allocation.


Asset allocation is by far the largest determinant of a portfolio’s success—even more important than the individual securities selected and timing of an investment. This is critical information for your client to understand as she pursues her financial goals.

Related: Need More Referrals? 5 Steps to Building Stronger Word-Of-Mouth Influence

4. Discuss how her investment strategy needs to evolve over time.


Part of every client’s financial education should be to understand how financial needs and goals change with each stage of life stage. Because a shorter investment time horizon creates greater vulnerability to market volatility, she needs to understand the impact of shifting a portion of her investment portfolio to more income-oriented investments as she moves closer to retirement. This Life Stages Guide can help you paint a clear picture of how allocation strategies need to evolve to fit her changing needs.

5. Be sure she’s covering all the financial bases.


Smart investing is vital, but missteps in other areas of financial planning can thwart even the best investment plan. Offer every client a basic planning checklist that includes these three important steps:

  • Focus on the big picture. Organize your important financial papers and schedule an annual review of your investment strategy with your advisor. Regularly monitor your net worth—including your assets (all investments and savings) and liabilities (mortgage, credit cards, and other debts) to be sure you’re always moving toward your end goal of a secure retirement.
  • Pay down any outstanding debt. Debt reduces your net worth, threatens your financial security today, and reduces your ability to invest for the future. Do whatever you can to minimize debt, and build an emergency fund to help pay for any unexpected expenses.
  • Make estate planning a priority. Once a year, review your will and your beneficiary designations for every account to be sure they continue to reflect your wishes. If you have children under 18, work with your advisor or estate planner to establish a trust and select a trustee to ensure your assets are managed for the benefit of your children.
     

As a trusted advisor, make it your mission to provide your female clients with the education and guidance they need to become savvy investors and make the smart, educated financial decisions. By doing so, you can help every woman you work with not only enhance her financial security, but also gain the confidence to take greater control of every aspect of her financial life.

Click here to learn more about IndexIQ.

[1] Survey conducted by Regions Financial Corp. in partnership with Vanderbilt University, 2015.

[2] The Simple Dollar, “Guide to Financial Independence for Women,” 2014. 

Disclosure: The information and opinions herein are for general information use only. The opinions reflect those of the writers but not necessarily those of New York Life Investment Management LLC (NYLIM). NYLIM does not guarantee their accuracy or completeness, nor does New York Life Investment Management LLC assume any liability for any loss that may result from the reliance by any person upon any such information or opinions. Such information and opinions are subject to change without notice and are not intended as an offer or solicitation with respect to the purchase or sale of any security or as personalized investment advice. 
Laura McCarron
Building Smarter Portfolios
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Laura joined New York Life & MainStay Investments in 2009, and is currently the Director of Value Add Marketing. She is responsible for the development of investor educati ... Click for full bio