In a world where the pace of change is accelerating leadership is more important and complicated than ever. In most organizations today you will lead between three to five different generations, - all with different values, expectations to their organization and their leaders. And AI is for sure changing the way we live and work. My latest friend at Facebook is Sophia,- the female robot,- designed to look like Audrey Hepburn being the first non-human having a Saudi Arabian citizenship. She is built by Hansons Robotics from Hong Kong in close cooperation with Google.
A majority of organizations spend major resources as time, money and a lot of effort identifying strategies, suitable business models and to adjust or change the organisation. With the rapid change it is crucial for businesses to make sure to adjust now for future growth. However, many seems to forget that deciding the strategy and direction is just the very start of the work. And the fact that organizational design is not about change of design but how to make people change their way of working. You need to inform and inspire the direction to your employees, create ownership and make them participate in the work finding the smartest ways to reach the goals and ambitions. The distance from a strategy document among the board and executives seems to be far and often never reach the employee as more than a PowerPoint during the monthly town hall meeting.
You as a leader have to inspire the why. And the why should never be “to increase the profits for the shareholders” or just as bad “this is how we always have done it”
If having a look into what successful leaders like Ann Mulchay, Xerox, Jack Welsh, GE and Lou Gerstner, IBM have done there are some guidelines to follow. They managed to build a culture of growth and teamwork even in challenging times. Some of the reasons being mentioned were: They cared for their employees - they didn’t promise them to protect their position but had a clear communication facing the problems while inspiring the future. And they boosted moral, fostered mentorship and hard work.
You may say well done but this is the past what about doing business today. When building a workforce for the future you need to create a culture where you are sure your team will be able to both capture the opportunities and avoid or handle the unexpected challenges while never losing sight off the decided directions. In a late edition of Harvard business review the three most important motivators to create workforce for the future are:
Care - let me know I am an important player at your team no matter position.
Esteem - how you and my team make me feel.
Self actualization - do I have a chance to grow my potential in this organization.
PwC claims in their broad report “Workforce of the future“
Organizations are no longer products or services - they sell a vision to customers, employees and stakeholders You will need to invest in how we can attract, keep and motivate our employees to be a part of this fundamental transformation you will meet. It is all about the story.
Your job as a leader is to sell the why.
I started this article by writing leadership is more important and complicated then ever. In Activepeople we have a method that can assist you in simplifying your strategy into actions to empower your most important resources - your employees. We can guide you how to inspire the direction and you will be surprised to see the result from involving your workforce in the work to find the smartest way. We believe that's the key win the business.
If you like to learn more, you are welcome to contact us at firstname.lastname@example.org