Has Your Team’s Leadership Been Tested in 2021?
The Hard Truth: It’s Not Going to Get Easier. Here Are the Trends and What You Can Do…
Adapting to rapidly changing market, technology and client-demand trends will consume organizations in 2022. Which means that the risk of change burnout for employees and leaders alike is soaring. Leaders at all levels will need to improve their change leadership capability quickly and continually.
Consider the following trends:
- Hybrid work models are here to stay and will continue to evolve. 63% of high-growth companies already have enabled hybrid work models. While 69% of negative or no-growth companies are focused on complete on-site or all-remote models. McKinsey
- Hybrid models will fail for 30% of businesses on their first try. Why? According to Forrester, shifting to a permanent hybrid model won’t be easy. There are significant, competing demands between face-to-face and remote work along a myriad of dimensions: including roles, processes, and promotion opportunities.
- The “great attrition” will continue. 64% of workers said they are at least somewhat likely to leave their job in the next 3-6 months, according to PwC.
What talent development strategies are most organizations focused on?
- Skill building is the number one action taken by businesses to close pandemic-era skill gaps – for 69% of businesses. That’s 13 points higher than redeploying, 17 points higher than hiring and 33 points higher than contracting. McKinsey.
- Social, emotional, and advanced cognitive skills are the most focused-on development targets. What’s #1? Leadership and managing others. McKinsey.
- Top two priorities for 2022 according to 550 HR Leaders surveyed by Gartner? #1 is Building critical skills and #2 is organizational design / change management.
- Start with strategy. How will your organization respond to both the business and talent changes coming your way? Link team objectives and people development to your strategy. Be sure to set expectations that priorities will shift over the course of 2022.
- Increase engagement. Seems like you’ve heard this before? It gets more important in 2022. To ensure your hybrid model works, make sure you have a thorough DEI plan. Get a balance of both office and remote voices when you consider policy, plans, and assignments. Align your reward and recognition strategy with your DEI objectives.
- Don’t fall behind. This is not the year to be playing catch up. Your 2022 organizational strategy and planning must account for the massive market and talent changes taking place. Uncover what’s worked over the last 18 months, what hasn’t worked, and build some projections about how things will be different in 2022. And that includes assessing the leadership skills necessary to implement and continually adapt your hybrid model.
To continue to be successful, organizations will need to do some or all of the following:
- restructure jobs
- figure out how to organize work processes differently
- rethink how your teams need to work together
- build trust and rapport with your employees
- work hard to maintain or recreate a better business culture
- address the change burnout problem we’re all facing
- develop new leadership mindsets and skills
Could You Use a Partner to Help Boost Your Team’s Leadership Capability and Business Culture?
We’ve been working with our clients for over 20 years to help solve these kinds of challenges. As your leadership team develops your 2022 plans, we’re here to partner with you.
In recent months we’ve seen an uptick in inquiries into how we can help leaders and their organizations work, lead, and organize differently. Our clients have been benefitting from our newest suite of programs and consulting services, Solving the Hybrid Puzzle.