2019 is all about how to manage human capital better. The C-level executives will continue to make development and training of next-gen leaders as their priority. More and more leaders understand organizations are more about people, hence attracting and retaining talent will be a goal for most around the globe.
Following are a few leadership trends which C-level executives need to keep in mind when managing the company:
Be on the look-out for biases in the organization and addressing it
Today organizations are keen on hiring a more diverse workforce to create teams of people from diverse backgrounds, with different skills and opinions, but biases may take a toll on the way these employees are treated and may harm the organization. Biasness is an issue which is taken quite seriously by employees and affects the quality of employees who come to work for an organization which will also lead to negatively impacting the bottom line. As a leader you have to listen and give equal attention to everyone, there should not be an instance where the quieter lot is overlooked for promotions while those who are noisier and perhaps less competent advance and opportunities to attain a new market are sacrificed because their customers are not deemed to be ideal.
Preparing for Disasters
In 2019 leader increasingly need to achieve the next level in disaster management as each day they face a new and unique threat. Leaders need to continuously motivate their employees to develop a support system, adopt flexible habits and behaviors, and be prepared for any unexpected threat and how to respond to it in the best way possible. Being prepared for disaster will make the team stronger, and there will be less of an impact on consumers and recovery is quicker and smoother.
Investing in Feedback System
Organizations need to spend more time in building space for their workforce for letting them engage in an honest feedback system. This kind of system helps staffs to achieve more heights and the management system to get a clear picture of the organization is operating and what are the steps one has to take to improve the environment. Constructive feedback also helps in identifying those employees who otherwise might be hidden from the others.
4) Trial & Error Method
Leadership and management issues are simple by nature and what the leaders need to do is utilize the trial and error methodology in their style of management. When this is done it lets the employees make more decisions and accommodating that they might not get it right in the first time.
5) Full-time Employment is Passé
The full-time employment standard no longer makes reason. Research and investigations have shown that prolonged working hours make you less prolific. Leaders, at any level, needs to develop their employment model to put single performance at the core of their progress – regardless of where it takes position or at what time. Operating on the go, at home or providing flexible hours outside the conventional office background can work wonders with staff productivity. Recognizing that employees have a personal life, and structure work around it, can produce colossal loyalty and more powerful results if adequately planned. This approach is an attractive way to answer to the needs of “purpose” and “meaning” that many millennials are seeking today.
6) Working with Technology
Technology plays a large part in today’s professional and personal lives, and it needs to be accepted. What is not ok is that people have progressed to be head-over-heels in their connections with their devices and conduce to rely on them too much. It is imperative that managers step up and absorb how technology can re-enforce their technical expertise and administration, but not at the cost of human capital. Some of these extensive leadership programs from various business schools are lovely ways to learn how to check optimization and method flow, and a suggestion that the smartphone can only do so much for yourself.