The water we are swimming in and how we can adapt

Based on Deloitte, Gallup and McKinsey analyses, here is what we are facing now in our organizations:

• •77% of managers don’t believe in their talent acquisition strategy

• •77% of managers don’t believe in their talent acquisition strategy

  •73% of employees aren’t engaged

  •70% of team members don’t feel considered

  •Organizations need help finding and engaging their people.

  •Gig economy: by 2020 40% of all workers will be contract

  •Skill sets needed in 2030: decrease in basic cognitive, small increase in higher cognitive, large increase in social/emotional

  •Continuous learning needed

  •Shifting organizational structure – matrixed organizations

  •Agile systems, processes needed

  • Rapid pace of change

  •Disruptive forces

  •Globalization

  •Demographics diverse in country of origin, age, ethnicity, culture, gender, language

  •Technology advancing rapidly

This results in things people in organizations have to do differently now:

•Change direction quickly

•Communicate effectively

•Accept and work well with differences of perspective

•Form effective teams quickly

•Create teamwork with nontraditional arrangements

•Define selves by effectiveness not by title

•Create psychological safety so good ideas can surface

•Create personal connection amid increased technology

•Hire using more than resume – fit now more important

•Share power and information

We have tools to enable you and your organization to adapt and be successful! See our products on this site for more information and call me with your questions or to order!

The Virtual Culture Imperative

Given this pandemic, most of us have shifted to virtual work: creating comfort, boundaries, and functionality in our home spaces, choosing the ways we will communicate and meet, and figuring out what’s most important to communicate while doing our best to manage informal and formal messages.

Creating a virtual workplace where we find ways to bring out the best in each other is now a priority, and it’s not an intuitive skill. It takes guidance, practice, and then more guidance and practice. And with the right leadership, it’s definitely achievable.

In September 2020, Wiley surveyed 2,500 business professionals to better understand the impact of the pandemic on organizations and culture. They ranked skills by importance for virtual work, with these as the top 3:

1. Critical Thinking/Problem Solving

2. Social and Emotional Skills

3. Basic Cognitive Skills

And, while 98% of leaders agreed it’s worth their team’s time to develop their social and emotional akills, only 9% strongly agreed that they know how to make that happen.

That’s where we come in. I have a suite of products you can use either with or without my facilitation to develop your virtual teamwork using these principles:

• Everyone is different, so soft skills development must be personalized.

• The learning must take place in a social context.

• The learning must include reinforcement.

I have scripts and content for virtual delivery that will cause your team to bring out the best in each other and have a personalized learning experience. Call me and we can talk specifics!