The water we are swimming in and how we can adapt

Based on Deloitte, Gallup and McKinsey analyses, here is what we are facing now in our organizations:

• •77% of managers don’t believe in their talent acquisition strategy

• •77% of managers don’t believe in their talent acquisition strategy

  •73% of employees aren’t engaged

  •70% of team members don’t feel considered

  •Organizations need help finding and engaging their people.

  •Gig economy: by 2020 40% of all workers will be contract

  •Skill sets needed in 2030: decrease in basic cognitive, small increase in higher cognitive, large increase in social/emotional

  •Continuous learning needed

  •Shifting organizational structure – matrixed organizations

  •Agile systems, processes needed

  • Rapid pace of change

  •Disruptive forces

  •Globalization

  •Demographics diverse in country of origin, age, ethnicity, culture, gender, language

  •Technology advancing rapidly

This results in things people in organizations have to do differently now:

•Change direction quickly

•Communicate effectively

•Accept and work well with differences of perspective

•Form effective teams quickly

•Create teamwork with nontraditional arrangements

•Define selves by effectiveness not by title

•Create psychological safety so good ideas can surface

•Create personal connection amid increased technology

•Hire using more than resume – fit now more important

•Share power and information

We have tools to enable you and your organization to adapt and be successful! See our products on this site for more information and call me with your questions or to order!

Keeping Relationships at the Center in the Digital Age

We are now in the Digital Age, or what is called the Fourth Industrial Revolution, which presents us with a growing demand for responsibility and accountability among leaders, as well as systems, technology and entrepreneurial leadership, adaptive leadership and a need for leaders to shape societies. A recent Accenture white paper recommends three questions we must consider as we enable our workers in this Age:

1. Is the changing nature of work in production continuously being anticipated? With skills now having a half-life of 5 years, leaders must make proactive decisions about their workforce today.

2. Is the ability to attract and engage the best talent by tailoring development initiatives for workers improving? Global executives think only one-fourth of their workforce is ready to work with intelligent machines. Organizations increased spending on intelligent technology by over 60% five years ago, yet only 3% planned to significantly increase the investment in training the following year.

3. Is the broader enablement environment and ecosystem being reshaped for the workforce? 67% of people want business leaders to take the lead on policy change, instead of waiting for government.

Transformational leadership behaviors that support people at the center include

1. inspiring with empathy and vision

2. innovating with purpose

3. advocating humanity, trust and transparency

4. collaborating across the ecosystem

5. orchestrating for agility and growth

6. embracing social responsibility.