Here are some questions that leaders need to be grappling with, right now!
What is it that makes for highly impactful leaders?
Appreciation doesn’t always get communicated effectively, and often leaders can unintentionally and inadvertently undermine their people and cause them to feel unvalued.
As leaders, we can’t outsource our responsibility to be the architect our team’s inclusive culture and a dynamic speak-up environment, where everyone knows that their input is truly needed and valued.
Leaders need to work to enhance female empowerment and engagement in the workplace and move organizations toward a more healthy culture of validation, inclusiveness, and personal value to all their employees.
As leaders, we need to foster a deeply rooted personal commitment to continual growth and development, both in ourselves and within each member of our team.
As we lead in organizations, we need to cultivate our self-understanding and our understanding of others through active and compassionate listening.
Organizations of all types often fall victim to sycophant syndrome and its impacts. Leaders need to actively battle this tendency in order to ensure the long-term sustainable health of their organizations.
When leaders help their people to feel supported, provide them with the resources they need and focus first on growth and continual learning, employees will tap into their intrinsic motivations and find more meaning and purpose in their work.
Just like individuals need to develop trust in order to sustain productive and meaningful relationships, so too must institutions and organizations.
An organizational culture and environment of diversity, inclusion and belonging are essential for the long-term sustainable success of any company.
Empowering, developing and lifting others is the mark of a truly successful leader.
Through systems thinking, a number of core concepts and practical tools can be applied to better understand the complexity of each organization.
Because you hooked them with the “why”, and now they want the “how”. They’re at the table, they’re hungry, so go ahead and serve them; just make sure to tell them it’s green-soup.
Organizational leaders (with status and position power) need to look out for toxic behaviors and stand up for the most vulnerable among their employees.
Organizations have a responsibility to give back to and directly benefit their communities, and not just through providing jobs.
The level of satisfaction that workers feel and obtain through work is directly correlated to their overall sense of life satisfaction, which leads to a variety of positive individual, organizational, and societal outcomes
COVID-19 Accelerating the Shift to a New Normal in the Workplace and the Future of Work in the Post-Pandemic World
As we have seen with the response to COVID-19 in terms of rapid technological innovation and adoption to facilitate working from home, technology can enable “global, flexible and independent work” and in particular, in the Global South.
Regardless of what the future holds, increasingly, leaders need to be socially-minded, data-driven, decisive, champions of talent, and disruptors. These are questions leaders need to be asking and discussions we need to be having now so that we are prepared for the future of work, and particularly for unexpected, disruptive global events.
We don’t have a crystal ball and even the best predictive analytics and AI can’t tell us what the future actually holds. However, recent trends (and human history) suggest that huge shifts will likely occur sooner than later. Are we ready ready for the challenges and opportunities ahead?
Leaders need to look for ways to help every employee feel welcomed, needed, wanted, valued, and that they have a genuine way to connect and contribute.
The stress leaders face because of the responsibilities placed upon them is enough. Added stress isn’t manageable, it’s soul-crushing. It’s an axe chipping away at one’s psyche, not to mention, one’s immune system.
Acknowledging and then acting on our abilities and limitations in an immediate space around us, ie our ‘box’, can help us to cope with the overwhelming distress of the coronavirus pandemic.
Increasingly, employees are seeking enhanced meaning and purpose in their work and the opportunity to impact the broader society in positive ways.
The dirty little secret about mass-scale disasters is you can’t plan enough, you can’t stockpile enough, and you can’t get the majority of citizens to prepare. By simply looking at the past, the next anomaly will be bigger than anyone can imagine.
Koreans use this proverb to describe someone who walks through life with blinders on, with tunnel vision or with their head in the sand when it comes to all the diversity present in the world around them.
There is no silver-bullet, no one-size-fits-all approach that will guide you to individual and organizational success.
Six books every HR professional and organizational leader should read to better understand the trends and the drivers influencing the shifting trajectories in the future of work.