deepstash
Beta
Redefining the role of the leader in the reskilling era
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 increase their levels of humility and empathy, focusing more on enabling the best in the employees.
85 SAVES
This is a professional note extracted from an online article.
Read more efficiently
Save what inspires you
Remember anything
IDEA EXTRACTED FROM:
4
Key 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 increase their levels of humility and empathy, focusing more on enabling the best in the employees.
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 3 to 5 years.
There is a need to transition the company culture as the current leadership roles are no longer sufficient. This is to ensure the company will thrive in the future.
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 difficult, but is part of the unlearning process. The right environment can make employees feel motivated and empowered while having some amount of challenge and healthy conflict.
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 help employees successfully make the transition as leaders in the organization's new way of thinking.
It is important to instil the workforce with the right mindset and to make sure that the leaders are putting human values at their core.
SIMILAR ARTICLES & IDEAS:
5
Key Ideas
Mindsets in leaders
Mindsets drive what leaders do and why they do it.
Two different leaders might face the same situation but respond to it very differently. One leader might see the case as threatenin...
Growth and Fixed Mindsets
A growth mindset is a belief that anyone can change their talents, abilities, and intelligence. Those with a growth mindset:
- take on challenges
- take advantage of feedback
- use the most effective problem-solving strategies
- provide developmental feedback
- is persistent in accomplishing goals
Conversely, those with a fixed mindset believe that talents, abilities and intelligence can't be improved.
Learning and Performance Mindsets
Leaders with a learning mindset are motivated to increase their competence and master something new.
A performance mindset desires to gain favorable judgments about competence and avoid negative judgements.
2 more ideas
4
Key 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
8
Key Ideas
“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
2
Key Ideas
Innovation
...comes with a relentless focus on experience and not being satisfied by “just getting it out.” You must take time to create a complete experience by taking your innovative idea and ruthlessly con...
Tips to help create an innovative culture
- Engage and empower the entire team. Everyone in your organization should feel empowered to unleash his or her entrepreneurial spirit.
- Suspend judgment. Identify “the good” in the ideas instead.
- “Fail big, but fail soon.” Team members must also know that they have permission to fail. Sometimes you must move quickly and you can’t always play it safe.
- Set a good example. Take time to connect, mentor and develop your team members. Inspire them to create, look for new approaches and think outside the box.
- Pay attention to the details. Designate specific goals, projects, times and expectations. These types of details ensure the innovation process doesn’t turn into a time suck.
- Don’t forget about the physical environment. The physical environment people are in can influence how they feel, think and interact and can impact the quality and quantity in the innovation process.
12
Key Ideas
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
2
Key Ideas
Same fundamentals
The leadership development industry is thriving. There are many new and exciting ideas with hundreds of books written about leadership every year.
But even though organizations have become ...
Classic leadership practices
The best leaders with the most impact almost always use six classic fundamental practices:
- Uniting people around an exciting, aspirational vision;
- Building a strategy for achieving the vision by making choices about what to do and what not to do;
- Drawing and developing the best possible talent to implement the strategy;
- Relentlessly focusing on results in the context of the strategy;
- Creating ongoing innovation that will help reinvent the vision and strategy;
- Growing yourself so that you can most effectively lead others.
4
Key Ideas
Allowing Ideas To Safely Flourish
Take a moment to consider if your employees and team members are coming to you with new ideas and innovations.
To create a sense of security where employees will feel safe to share their i...
Increased Diversity
Companies with increased growth are 72% more likely to have high diversity in their organization.
Use Learning & Development (L&D) training to raise awareness about the current state of diversity and inclusion in your work environment.
Agility Breeds Sustainability
Up to 70% of trainees forget what they learn within 24 hours after training. However, it does not have to be the case for your employees.
An effective leader will implement and integrate an agile training infrastructure into their daily operations that can change quickly to keep up with the pace of innovation.
one more idea
5
Key Ideas
Soft Skills
Esteban Bullrich, Argentinian Minister of Education, believes the future work market will be much more dynamic than today’s.
A country-wide survey of almost 900 companies indicat...
Data Literacy And Empathy
Belinda Parmar, Chief Executive Officer of The Empathy Business, believes companies will seek leaders who are able to help them rebuild the empathy we’ve lost with technical, linguistic and mathematical skills, and can understand the information that will continue to emerge. This will require a new kind of “data literacy”, which will be in short supply, and therefore one of the most important skills of tomorrow.
Automation And Soft Skills
Vikas Pota, Chief Executive of Varkey Foundation, believes the jobs that won’t be automated will be those that require abilities like empathy (persuading and working well with others), a positive attitude (relearning and restudying) and resilience. These “soft” skills are hard to teach, thus there will be demand great teachers.
Also, automation will cause the skills needed by the economy to change which makes it impossible to predict which “hard skills” will be necessary.
2 more ideas