deepstash

Beta

Redefining the role of the leader in the reskilling era

Deepstash brings you key ideas from the most inspiring articles like this one:

Read more efficiently

Save what inspires you

Remember anything

https://www.mckinsey.com/business-functions/organization/our-insights/redefining-the-role-of-the-leader-in-the-reskilling-era

mckinsey.com

Redefining the role of the leader in the reskilling era
Continuous learning in the workplace must become the new norm if individuals and organizations want to stay ahead. This places more demand than ever on leaders to take on a new role they might initially find unfamiliar-that of learning facilitator-in-chief.

4

Key Ideas

Save all ideas

When Employees are Learning

Learning as an adult can be challenging. Leaders need to foster an environment of psychological safety among its workforce that is in the midst of re-skilling itself.

It helps if leaders...

82 SAVES


Long-Term Outlook

It helps to keep an eye on the long-term benefits and roles of the future. Leaders need to be transparent and help people in their organization understand where the world is heading in the next ...

72 SAVES


A Safe Place To Learn

  • Just like we create the right learning space for our children at home, we need to provide an atmosphere where people can tinker, learn, fail and grow.
  • Failing as an adult is d...

73 SAVES


A Service-Leadership Approach

In the world of reskilling, it is better to be acting in service and letting the group of employees do their own thing. Being a facilitator and an enabler, while having an empathic attitude will he...

72 SAVES


SIMILAR ARTICLES & IDEAS:

Leo Tolstoy

“Everyone thinks of changing the world, but no one thinks of changing himself.”

Leo Tolstoy

About change

Organizations don’t change. People change. Many companies move to change systems and structures and create new policies and processes but fail to address the underlying mind-sets and capabilities of the people who will execute it.

A new strategy will fall short of its potential if they fail to address the mental attitude because people on the ground tend to continue to behave as they did before.

Looking both ways

Companies that only look outward in the process of organizational change, and dismiss individual learning and adaptation make two common mistakes:

  • They focus solely on business outcomes and fail to appreciate that people will have to adapt to implement it.
  • They focus too much on developing skills. 

9 more ideas

Agile leadership

Focuses on fast decision making, short-term goals, and the empowerment of individuals

And it has expanded to include general leadership skills like acting on a shared vision, le...

The 2 elements of the servant leadership

  • Vision: Creating a shared vision is the leadership part of servant leadership;
  • Implementation: Helping people implement that vision is the servant part of servant leadership.

Agile leaders are servant leaders.

Situational Leadership® II (SLII®)

It's a servant leadership model taught by The Ken Blanchard Companies, based on the belief that leadership style should be tailored to the situation

This kind of flexibility is a key principle of agile organizations.

one more idea

“The biggest risk is not taking any risk. In a world that is changing really quickly, the only strategy that is gu..."

Mark Zuckerberg, CEO of Facebook

Skills Needed In Digital Leaders

  • Work together, complement each other, and function as a team.
  • Able to operate on and enable environments that are more dynamic, team-centric, and connected.
  • Lead and build teams and partner with the broader ecosystems, keep people connected and engaged, and drive a culture of innovation, learning, and continuous improvement.
  • Lead a workforce that includes contractors, the contingent workforce, and crowd talent.
  • Understand how different business functions, industries, and technologies come together to form solutions.
  • Comfortable and competent with risk-taking.

Demographics And Leadership Destiny

Millennials expect to be developed via opportunities, mentoring, and stretch assignments. However that is hard to come by in top-heavy companies. 

Most millennials think their roles provide little development while most companies report they have excellent or adequate programs for Millennials.

5 more ideas