Addressing the post pandemic shift
6 in 10 desk-based workers are considering or have already moved jobs as a direct result of having more flexibility
Flexibilty: critical to success
As we have emerged from extended periods of lockdown and are finding our way back to the office, a heightened self-awareness of the workforce is noticeable. Factors that may have been “nice to have” pre-pandemic are now considered hygiene factors – in many roles people already expect a hybrid workplace. But greater flexibility means more than this – people want greater autonomy – they want to choose not just where they work but how they do so. They expect a style of leadership that is supportive and inclusive, want to feel valued and understood, and to be given opportunities to develop.
For managers this means galvanising teams not just to deliver outcomes but to function well together. Managers need to be role models, showing how organisational values can be translated to daily work. They need to be capable problem-solvers and empathic team leaders, building the trust and cohesion that makes all the difference to how their team members feel and perform. They need to care, for short and long-term results and particularly for their people. In short, they need to be team coaches but may often be ill-equipped for this role.
top priorities for 2022
45% of managers say they suffered burnout in the last 12 months from working too hard and half of workers globally (49%) are worried about burnout in the future.*
Two part transformation
1. The right mindset:
where the team leader is skilful and confident, able to adapt her approach to support the development of each team member. Where she is able to communicate intentionally, address conflict successfully, delegate and facilitate well.
Where these factors are present, the team becomes a learning organism constantly upping its game.
By investing in team coaching for managers and talent, organisations will make a meaningful positive difference to their stakeholders, now and in the future.If you are in the majority of decision-makers thinking that developing the coaching competency of your leaders is a priority, contact us to discuss how!
The severity of the Covid-19 crisis has helped liberate energy towards continuous learning, more agility, adaptability and caring about people.
Other posts you may be interested in
What’s success for you?
We often ask the question of our clients: "What's success for you?" The range of responses can vary widely. It may be the achievement of a measurable target within a specific period of time (market share, bonus payment, sales revenue, being promoted) or...
Press pause to go further, faster
As busy executives, we often feel the pressure of time. We try to manage our time efficiently to achieve our goals and be productive, but sometimes it feels like time is managing us instead. Instead of constantly struggling with time management, we can shift our...