Attention All Leaders – Your Paradigm is Shifting!

Here’s what we know – the world is changing! As leaders, many of our trusted beliefs are quickly dissolving. And while we understand many of the reasons for change, it doesn’t make things easier. It is time for us to look into the future and begin making changes that will support new paradigms – new ways of thinking and working!

Here are three places to start.

1. Define and Communicate Purpose.

WHY? People today have many choices in where they will work, what kind of work they want to do, and how they want to do work. In every retention study we see, purpose comes up as one of the most important factors in why people stay in the jobs they are in. They want their work to be meaningful.

HOW? Leaders must get good at defining the purpose of the organization, and how the contribution makes the world better. Then, they must specifically define how each job contributes to achieving the purpose and help each employee understand how their work makes a difference.  And, it’s a good idea to involve employees in carving these definitions and shaping their roles. It is essential that purpose be communicated repeatedly and in understandable terms at all levels.

RESULT? This will result in helping employees (and potential employees) quickly decide whether their personal values align with those of the organization. If values don’t align there is a mismatch, which will most likely make long-term engagement impossible. Early identification of mismatched values is good for both sides. Once purpose is clear, effective decisions in all areas of the organization are more easily made.

2. Find Ways to Change Work-life Balance to Work-life Integration.

WHY? Years ago, work was the ruler of most everyone. Decisions about family events, vacations, and general use of free time, were all framed around the work schedule. Quickly, things are changing so that family values, personal satisfaction, and self-care are equally important. We are finally ready to admit that work life and home life cannot and should not, be totally separate – now organizations must face that reality.

HOW? Leaders will need to work within flexible boundaries. In other words, there must be clear rules – and there must be a lot of flexibility around those rules. Expectations need to be clear and then we need to . . . let go. Employees need to be able to work hours that easily allow them to attend a school play, work out three days a week, or work at times that are more personally productive. We will have to be good at setting flexible rules that allow people to work effectively in a non-conventional office setting and during non-conventional times.

RESULT? We will be able to attract and retain multiple generations and top talent. Employees will be healthier both mentally and physically. Integration essentially promotes balance – resulting in reduced stress, heightened engagement, and increased innovation. Workplaces that achieve work-life integration will be successful in creating self-motivating environments. Having happier, healthier, engaged, self-motivated employees will lead to successful achievement of organizational goals and expectations.

3. Begin to Think of the Career Ladder as a Hanging Platform!

WHY? The career ladder as we know it is flattening – it’s becoming more like a hanging platform that we must work hard to keep balanced! As we move more and more into the possibilities technology offers, it is becoming unnecessary to have people come into office buildings. In fact, people are happy to work from home and to work independently. Still, what happens over time as more and more jobs move away from conventional offices? Will employees be happy to stay in the same job if the work becomes routine, unchallenging, and meaningless? Probably not. Will we need all these levels of management as people develop abilities to self-manage? And for our best employees, does a promotion only come through a willingness to move into a conventional office?

HOW? Involve employees in decision making and problem solving. Communicate often. Teamwork will be more important than ever – and more challenging than ever as leaders work to have team meetings in a virtual world. Leaders must focus on helping employees continue to learn and develop by supporting growth through training, conferences, and self-education. As work becomes more specialized, strive to ensure your employees receive specific training for their niche as well as cross training on the work of the team. Develop compensation plans based on benchmarks instead of promotional opportunities.

RESULT? Having opportunities to learn and grow – to be promoted – to be rewarded for a job well done, are important – and always will be. Leaders who meet the challenge will find ways to keep the Career Platform balanced so that it doesn’t tilt causing employees to fall off and leave the company.

Successful leaders of the future will find ways to use the skills of everyone in the workplace in ways that makes each person feel valued, challenged, and gratified. As well, leaders must remember customer expectations are shifting as well. Finding new ways to deliver excellent service and products will require us to examine our old paradigms and be open to new ideas and new methods.

One last thing to remember, today was yesterday’s future. Time moves quickly – we had best get to work.

 

 

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