| | 9CIOReviewNOVEMBER 2021innovative organization is fueled by a healthy environment that encourages employees to learn, grow, and sustain change that leads to business results.When leadersmodel a growth mindset, the goal is progress, not perfect. Carol Dweck's research shows that learning cultures with growth mindsets have more engaged, empowered employees who are more collaborative and innovative. The psychological safety that a growth mindset creates encourages learning as the goal and expects that continuous development is the primary role leaders play for themselves and their employees.Leaders Have a Direct Impact on Engagement and RetentionResearch asserts that employees who are fully engaged offer organizations a competitive advantage through higher productivity and lower turnover. Employee engagement is how involved and committed to their work an employee is. According to Gallup , 75% of US employees are disengaged in their work, and this costs organizations 500 billion dollars annually due to lost productivity. Gallup further reports that there is 51% less turnover for engaged employees.Leaders who actively seek diversity of thought across their teams also often encourage employees to offer insights and solutions that could improve business performance. When leaders practice inclusive behaviors, research affirms they are more successful in avoiding bias and improving feelings of trust, inclusion, and belonging, and ultimately, engagement.Leaders who actively seek to connect with and support employees are better equipped to demonstrate empathy and understanding. Modeling authenticity and having a sincere interest in the personal needs of employees builds trust, inspires loyalty, and as a result, improves employee engagement and retention. In summary, one of the simplest ways to increase employee engagement and retention is through the experience that people leaders provide to their employees. The servant leadership model is an effective approach to improving business performance by elevating and focusing on employees. Leader behaviors like empowerment, inclusion, and collaboration allow leaders to create connections and model empathy by putting the needs of the employee above their own. Servant leader characteristics emphasize focusing on the whole person at work, stress the value of employees, and improve the overall health and performance of the organization through engaged employees.Learning and Development for Leaders is EssentialNearly 50% of American CEOs believe that there are critical skill gaps in their workforce that will ultimately result in financial losses, impeded growth, and a decline in customer satisfaction . According to Gallup, employee expenses can account for up to 70% of the total organizational costs. A return on this investment occurs by heightening focus on training and development as well as measures to maintain employee engagement. As such, training, development, and engagement investments are critical contributors to an organization's ability to remain relevant and competitive. An American Society for Training and Development (ASTD) study found that of organizations investing in learning and development, those who spent the most delivered 86% higher shareholder returns.With leaders having such an impact on employee engagement and retention, and engagement having a direct relationship to organizational performance, investing in leader development is a critical strategic lever for many organizations. Research suggests leading change, growth mindset, actively seeking and including diverse points of view, and connecting with and supporting employees are critical skills for all leaders to develop and are the focus of the most successful leader development programs.While these leader behaviors are not an exhaustive formula for success, investing in developing these core competencies will surely have a positive impact on employee engagement and retention, thus improving an organization's ability to create a culture of learning, growth, and innovation. The outcomes of these efforts save valuable time, money, and ultimately, result in better business outcomes. Research asserts that employees who are fully engaged offer organizations a competitive advantage through higher productivity and lower turnoverAlicia Arganza
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