This is a guest blog post from our friend Ron Edmondson. For more great leadership content, visit RonEdmondson.com
If your organization expects to grow, you’ll need to attract, develop and retain quality leaders. One of the highest costs an organization has is replacing leaders, so ideally once a leader is hired, you’ll want to keep them. I was reflecting recently on why leaders tend to leave an organization, apart from finding a better opportunity. I don’t want to stand in the way of a leader leaving to an opportunity I can’t match, but I don’t want to lose them because of something the organization did wrong.
Here are 7 reasons leaders tend to quit your organization:
1. They couldn’t live out their personal vision – Leaders are internally driven. They have personal visions in addition to the vision of the organization.
2. They were told no too many times – Leaders have ideas they want to see implemented.
3. They felt unappreciated/never recognized for their abilities -– This goes for all team members. People need to know that what they are offering is valued.
4. They were given no voice – Leaders want input into the direction of the organization.
5. They were left clueless as to the future of the organization – Leaders need inside information so they feel ownership in the overall direction of the organization.
6. Their vision doesn’t match the vision of the organization – This isn’t necessarily a bad thing, but is best discovered before the leader joins the team.
7. They were micromanaged – Leaders don’t need managing as much as they need releasing. Leaders need to help chart their future.
You can allow leaders to work for the good of the organization or stifle them, discourage them and spend valuable time and effort consistently replacing them. If you want to keep leaders…let them lead!
What would you add to my list?
Which of these reasons would be/has been/is going to be your biggest reason for leaving an organization?
Leaders need to know their following a great leader, and see their leader LIVING what their SAYING.
Comment by Jeff Burnett - Jul 22, 2010 @ 08:51 AM
Leaders may choose to look elsewhere if the organization is talking about growth and change, yet actions indicate satisfaction with status quo and complacency.
Organizational apathy frustrates most people, but it drives out leaders who feel making a difference is as important as earning a paycheck.
Comment by Tom Martin - Jul 22, 2010 @ 10:59 AM
We’re all taliking the same language… UNDERmanagement… when you go to your elders for assistance- support and encouragement and get the thousand-yard-stare- it’s time to move on… you’ve out grown their capacity for leadership. D3<D4
Comment by FreedbyJC - Jul 22, 2010 @ 11:37 AM
Is this in context to a church or a biz? ..I’m hoping it’s not a reference to a Church setting
Comment by blendahtom - Jul 22, 2010 @ 12:35 PM
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Comment by wej - Jul 22, 2010 @ 06:36 PM
I would have to agree with @blendahtom. This post is appropriate language for the business world not the church. Seriously, why continue to borrow from this language? Are we not satisfied with the picture of leadership in Scripture?
Comment by Phillip - Jul 22, 2010 @ 11:31 PM
does not have oppourtunity to create more leaders..
Comment by rashmin - Jul 23, 2010 @ 01:33 AM
Great points. I think that it is important to know your leaders - what makes them tick, what inspires them., etc. Even though we share a passion and a love for Christ and His purposes in the world, that is reflected in the diversity that is the Body of Christ with various gifts and talents. Not all leaders need the same thing from their leaders. We should learn how to lead, love and serve well those with whom we are entrusted. It is not easy, it takes time and energy, but it is worth it! It is a stewardship!
I also think that the maturity and experience of a leader is important to take into consideration. Younger leaders may need a little more direction from us than those who have more battle scars.
Comment by Cheryl - Jul 23, 2010 @ 05:17 AM
I left a key church leadership position for 1, 2, 4, and 6. Reflecting on your post I think these happened where I was because as a leadership team we adopted and promised vision/direction to quickly and then we couldn’t follow through with the expectations we created. It frustrated the congregation and it frustrated us. We felt like suffers waiting out in the ocean but kept missing opportunities to catch the passing waves.
So I would suggest a number 8…
They were made promisses and left wanting - Exciting new expectations were constantly being created, but never fulfilled until finally the leader grew tired of the cycle. Leaders love a vision they can ralley behind; but if you are going to lead with centralized vision you need to relentlessly stick to it until it happens. No flip flopping. No chasing the next thing.
Thanks for the great post. Inspired great reflection for me.
Comment by Jeff - Jul 23, 2010 @ 07:34 AM
OK, the guys that don’t think these should relate to church I’m guessing do not oversee staff. Maybe the reasons can be reworded to sound more “churchy” but what’s the point. Moses could have said the same thing to Jethro, his father in-law.
I relate well to reasons #4 & #7 and maybe #2. My biggest mistake was not using good methods to hire. I hired within, a good volunteer but not a strong enough leader.
These are important issues to consider before hiring and after. Since I have made some of these mistakes along the way I am in the process of hiring and who likes that process?
Comment by Tom Mc - Jul 23, 2010 @ 07:44 AM
Jeff,
I agree whole heartedly. We went through a similar process and frustrated many people. Too much vision talk and not enough execution. Our church needed to see both at the same time. Also, we didn’t celebrate the steps forward and victories enough.
Comment by Tom Mc - Jul 23, 2010 @ 07:49 AM
Tom - I don’t see Jethro trying to live out “his personal vision”, nor leaving because he wasn’t “given a voice” or was micromanaged. I do see Miriam and Aaron having such thoughts though…
Comment by John - Jul 23, 2010 @ 08:18 AM
Tom Mc
Sorry but please don’t make assumptions. You are right I do not oversee a “staff” but I do oversee the flock of God. Secondly, I understand the effort of the post to contribute in helping people lead well, but it is disconcerting that in a post about leadership obviously directed at the church, on a site directed at Christians, there is not one appeal to tie this to the Gospel and Scripture. I just want to encourage leaders to be shaped by Scripture and Christ more than principles that IBM or Microsoft would agree with.
Comment by Phillip - Jul 23, 2010 @ 08:19 AM
My point with Moses and Jethro is that Jethro had good leadership advice that was just plain common sense. Moses could have rejected it on the basis that it did not come from the written Word (or the mountain) yet he didn’t.
I applaud the desire, however, to remind us of our need to rely on God’s Word and that all our leadership principles need to be filtered through God’s Truth. But let us not reject good common sense advice that doesn’t contradict Scripture.
While we are all assuming, let me assume once more; this blog was written by those and to those who value God’s Word and that sometimes we all need to have more grace.
Comment by Tom Mc - Jul 23, 2010 @ 08:55 AM
Tom - thanks for the gracious response. I’ll try and respond in kind.
Speaking for myself, I don’t take issue with good common sense advice - and the article isn’t horrible at all, it’s a deeper thing that bugs me a bit (can’t speak for blendahtom or phillip here, don’t know ‘em).
What is a bit disturbing for me is rather that it seems that all too often, self-realization leadership principles are being taken up by the church as common sense and good, instead of rejecting them and embracing the completely different concept of leadership proposed by Jesus. His “not so with you!” doesn’t seem to say “take what’s good in the world’s view of leadership and tweak it”, rather it seems more revolutionary than that to me.
Put another way: the goal of Christ-like leadership should not be achieving our own personal vision or having a “voice” of influence. If we leave our church family simply because we’re not getting those things or achieving *our* potential, something seems to be wrong…with us!
I once heard the quote “You can tell how much of a servant you are by how you act when you are treated like one.”
Unfortunately most “leaders” nowadays leave when treated like a servant. Hence the article I suppose?
Comment by John - Jul 23, 2010 @ 09:14 AM
John
Very thought provoking.
Thanks
Comment by Tom Mc - Jul 23, 2010 @ 09:29 AM
I’d add “They were bored.” Perhaps related to your first point, but often leaders just have no growth potential in their existing firms—so they look elsewhere for the challenges no longer present where they are.
Comment by Christine - Jul 23, 2010 @ 11:16 AM
The timing of this post was of GOD. I just left a position for all of these reasons or should say forced out for going to HR to file a complaint for vulgar language and the verbal abuse from my boss as well as all of what is listed after 4 1/2 years. Thank you for posting this and hearing the voice of GOD. This was such a blessing to me! Leaders are “used”, ordered around like slaves by their less qualified bosses who take credit for all of their ideas, programs, presentations, and belittled to feel as though they are of no worth when they have abusive bosses. The President and CEO were in their click and not one of them in all of their arrogance had a clue as to what was really going on. They were told lies upon lies by my boss who wanted to keep me his slave. This is the real world in business and the reality for me…but I am a kid of the KING and HE always prevails. I have a heart full of joy in knowing HE will take care of me and my enemies! Jesus~~~LORD of ALL!
Comment by Connie - Jul 24, 2010 @ 07:19 AM
I would add:
“Freedom of creativity limited by top management and/or additional red tape created by entry level staff assuming power to their position.” Instead of policy being guidelines and safeguards, it becomes rules and laws that is readily available to say, ‘No.’
Comment by DA - Jul 24, 2010 @ 01:16 PM
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Comment by Jess O - Jul 25, 2010 @ 01:09 PM
Thanks for sharing this. My 2 cents
I think one thing that could really help in all of this is if leaders pay attention.
It sounds so easy, and yet I have been around a lot of bosses (they are not leaders, I refuse to call them that because of how they conducted themselves) who were oblivious to problems and concerns.
Selfishness I think is the main cause for a lot of this. And paying attention to others is something that requires you to stop focusing on yourself.
I have to tell myself that every single day
Comment by Kyle Reed - Jul 27, 2010 @ 11:38 AM
Good post. I would add, “Hidden values rule over stated values.”
Also it would be a good thing to remember: we “lead” people… we “manage” things! Too often we try to manage people while saying we are leaders.
Comment by Kirk - Jul 28, 2010 @ 02:19 PM
I dont know about any other girls out there but i seem to have hundreds of ‘battle’ scars from different things. I have them all up my arms and legs from when i was little and fell. I have them on my belly from being pregnant (stretch marks =[ ) I have a massive one on my neck from when i was in a fight and got bottled.
Skin Pigmentation
Comment by Skin Pigmentation - Aug 17, 2010 @ 12:13 AM
Hi,
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Comment by Chloasma - Aug 17, 2010 @ 05:07 AM