In the previous blog we discussed how there are a set of circumstances emerging that is forcing leaders to reconsider how they can be most effective in the future. This is being driven by:
The External Environment which is moving from
- A Local to Global Economy,
- A Left Brain to Right Brain Education
- Survival to Abundance
- Acceptance to Meaning
The Internal Environment pertains to the people that will be employed in this environment. They will differ fundamentally to those of the past and will therefore present new challenges to Leadership. The key differences fall into the following categories:
Careers / Lifetime
The employees of tomorrow will be focused on multiple careers. The idea of working in the same environment their entire career has little or no appeal. Instead, the challenge of something different, interacting with new people and continuous learning will be demanded.
Unlike our parents, the next generation of workers will not want to be producers but rather creators. The challenge of creativity fueled by right brain thinkers will far outweigh the boredom of repetitive production. If you wish to retain employees, job rotation with intellectual stimulation will be imperative.
The misperception that job security motivates employees will be well and truly buried. Unless people feel genuinely valued, they will not operate at an optimum level, irrespective of how much they are paid. Motivation will come from the heart.
If people are playful, they are not doing their job – right? Wrong. This myth is also about to be buried. Having fun while working will be critical in terms of motivating employees and employee team building – and ultimately employee retention.
As you can see, these are very new challenges for today’s leadership. They will require a whole new level of connection with their people. Join us in our next blog for the final Part 3 when we will offer some insights into the quality of leaders that will succeed in this changing landscape.