“42.7 percent of all statistics are made up on the spot.”Â
Steven Wright
Another addition of leadership and talent management “facts” from all over the world. Some intuitive and some not….what do you think?
1. Research on sleep suggests 9% of American workers have fallen asleep at inappropriate times like meetings. 40.6 million American workers – 30% of the civilian workforce – sleep less than 6 hours per night (“short sleep duration”).
2. Research by Richard P. Bagozzi, of the University of Michigan’s Ross School of Business and his team found that managers high in customer orientation feel the pain of customers “so to speak” and as a consequence are better able to provide customer solutions.
3. According to the latest 2013 Stress in America Survey by Harris Interactive on behalf of the American Psychological Association (2,020 adults in the U.S.), almost 75% report that their level of stress has increased or stayed the same over the past five years. The number of Americans expressing “extreme” stress is about 20% of those surveyed and only 37% report that they are doing an “excellent or very good” job at managing their overall level of stress.
The most frequent stressors cited were:
- Money 69%
- Work 65%
- Economy 61%
- Family Responsibilities 57%
- Relationships 56%
- Family Health 52%
- Personal Health 51%
4. According to new research (online poll of 647 employees by VitalSmarts on performance appraisals: 87% left their review without a plan for how to better meet their manager’s expectations
- 43% report hearing exactly the same negative information each year
- 33% report making a change based on their performance feedback
5. A global survey of 494 nationally representative employed U.S workers ages 18 and over in late 2012 found that:
- Only 25% have established career goals with their manager or employer
- 60% report that they have not gotten useful feedback in the last 6 months’
- 30% report receiving training/development to better perform their job
The things that most motivate them to stay on the job is:
- Good manager (48%)
- Â Feeling appreciated by the employer (46%)
- Career growth opportunities (39%)
- Promotion or new title (38%),
- Recognition for achievements (35%)
- Opportunity to develop new skills (32%)
6. Findings from a recent survey representing 775 responses from leaders and employees worldwide from Six Seconds (mostly management, 26% senior execs and all sectors) exploring top business issues in 2012 suggest:
Top two issues include retaining good people and the need for leaders to communicate more vision (58% identified this as the top concern)
Only 61.7% of leaders were rated effective at driving change in their organization.
70.9% reported that the development of future leaders were a priority in their organization.
7. Recent research assessing the national levels of stress in the US (1983, 2006 and 2009) revealed:
- Unemployed persons reported high levels of stress, while the retired reported low levels
- Stress increased little in response to the 2008–2009 economic downturnhttps://blog.envisialearning.com/tgif-the-super-six-health-habits/ (exeception was college educated white men)
The data suggest greater stress-related health risks among women, those with lower econmic status and those subject to loss of income and wealth.
8. Size does matter–at least in signatures.
It turns out, size does matter. Nick Seybert, assistant professor of accounting, studied CEO signatures and found the size reveals a lot about the leader and the long-term performance of a company. The largest John Hancocks signaled an egomaniac at the helm and indicate lagging returns for a firm.
9. Current research by Noah Goldstein of UCLA and Nicholas Hays of NYU suggest that the idea of an association with a powerful person is all it takes for men to feel that some power has rubbed off on them. The effect doesn’t apply to women.
10. A 2013 national study by Dale Carnegie Training placed the number of “fully engaged†employees at 29%, and “disengaged†employees at 26% – meaning nearly three-quarters of employees are not fully engaged (aka productive). The number one factor the study cited influencing engagement and disengagement was “relationship with immediate supervisor.â€
Back to research some new talent development facts….Be well….
Ken Nowack
Kenneth Nowack, Ph.D. is a licensed psychologist (PSY13758) and President & Chief Research Officer/Co-Founder of Envisia Learning, is a member of the Consortium for Research on Emotional Intelligence in Organizations. Ken also serves as the Associate Editor of Consulting Psychology Journal: Practice and Research. His recent book Clueless: Coaching People Who Just Don’t Get It is available for free for a limited time by signing up for free blog updates (Learn more at our website)
