This document discusses the high costs that businesses incur due to disengaged leaders and employees. Gallup research finds that actively disengaged employees cost U.S. businesses between $450-550 billion per year in lost productivity. Disengaged employees are more likely to negatively influence coworkers, miss workdays, and drive customers away. Additionally, the majority of people would trust a stranger over their boss, indicating a leadership crisis. The document provides tips for building trust with one's team and persuading disengaged bosses, emphasizing transparency, commitment, and connecting with others.

1. KARIN HURT | KAY VALENZUELA

2. KARIN HURT | KAY VALENZUELA
All rights reserved Let’s Grow Leaders | Karin Hurt | Kay Valenzuela ©2014

3. We are liv ing c hange

4. 71% Disengaged or
actively disengaged
Gallup
31% Don't like their boss
Accenture
65% Choose a better LEADER
over a raise
Bad Boss Survey
L e a d e r s h i p c r i s i s

5. The high cost of subordinated values and
authority
Customer Service
Team
PerformanceCommunication
Organizational
Results
$450 - $550
Billion Dollars
each year in lost
productivity.Family
Issues

6. C o s t o f s u b o r d i n a t e d v a l u e s a n d
a u t h o r i t y
Actively disengaged employees cost the U.S.
$450 billion to $550 billion each year
in lost productivity.
More likely to:
Steal from their companies,
Negatively influence their coworkers,
Miss workdays,
Drive customers away.
Gallup

7. The majority of people
would trust a stranger
over their boss.
Harvard Business Review

8. Why?
Por Qué?

9. KARIN HURT

10. “Man was made at the end of the week’s
work.
When God was tired.”
Mark Twain

11. Authenticity
A u t e n t i c i d a d

16. Inside
Factors
I lead from my heart, and no one follows?
I expose my feelings and they disagree?
I let my team in, and they think I am weak?
I trust my team, and they let me down?
I don’t fit in.
I say what I think, and lose my job.

17. Customer Perception
Ratings
Employee Engagement
Rotational Assignments
Leadership Development Programs
Stack Ranked Performance Systems
Outside
Factors

18. They’ve been screwed before
You’re their lifeline
They want to be like you-maybe
They have important news to share
They long for connection
They want to make a difference
Your
Team
Needs
You to be
REAL

19. How Do I Get My Team to Trust
Me?

20. • Do what you say you will
• Follow through
• Develop great peer relationships
• Follow the “no blind side”
• Ask what else you can do to help
• Goes in reverse as well
Tips for
Building
Trust

21. Dealing with the most challenging boss
And then you…have you.

22. It’s not your boss’ responsibility
to motivate you, Develop you,
or direct your career.
THAT’S YOUR JOB
Karin Hurt
KARIN HURT

23. Trans parent c onv ers ations
Know Yourself | Be Yourself | Say What’s True
Commit to the Cause | Connect With Others

24. FEEL
Sienten
DO
Hacen
SAY
Dicen
VALUE
Valoran
Qué es lo que ellos…

25. FEEL
Sientes
DO
Haces
SAY
Díces
VALUE
Valoras

28. What if My Boss is
Disengaged?

29. How Do I Persuade My
Boss?

30. Private
Emotion
Research
Share
Understand
Acknowledge
Data
Engage
Tips For
Boss
Persuasio

31. Benefits of a Dis engaged
Bos s
Freedom to experiment
Broadened network
Marketing your work
Strategic thinking
• Teambuilding

32. Your Leadership Matters.

33. letsgrowleaders.com
letsgrowleaders.com/es