1. Tech skills are overrated
It sounds counterintuitive, but someone who’s predominantly tech-focused may not be the best fit for the organisation of the future. “You want someone who is people focused, but who can consume technology in a way that empowers themselves and their customers,” says Rob Scott, global lead, HR strategy and innovation, at consulting firm Presence of IT. “You can teach technology; people skills are much harder to learn.”
2. Leaders need to be adaptable
In today’s rapidly changing business environment, leaders and leadership skills are absolutely critical in framing what the organisation will become.
“If the leadership is old-school, focused on putting people in boxes and acting in a hierarchical way, then continuous adaption will be difficult,” Scott says. “It’s made even worse if HR is looking for adaptable people and the leadership team is not. Leadership and HR need to be pulling in the same direction.”
You want someone who is people focused, but who can consume technology in a way that empowers themselves and their customers.Rob Scott, global lead, HR strategy and innovation,
Presence of IT
3. Keep it simple
Key to building the organisation of the future and finding suitable employees is to fight complexity every step of the way. “Leaders are putting more and more on the table and that’s completely the opposite of what they should be doing,” says Michael Dudley, managing director of recruitment specialist Who Group. “When you have an agile workforce, you need to take complexity out of the business and the business processes. That’s a critical key to success. Sadly, it is a common mistake made by business leaders.”
4. Meet face-to-face
As more people work remotely or via video conferencing, it’s important to remember nothing is more effective for aligning business leaders and employees than traditional face-to-face communication.
“There’s a pitfall in not bringing people together,” says Daniel Lock, principal at Daniel Lock Consulting. “When people can’t come together the outcome will not be there, and people will not have a sense of having contributed, and of having a stake in the business and the outcomes.”
5. Coaching works
Some leaders dismiss coaching, but according to Dudley, every leader needs someone there beside them. “This provides clarity at the leadership table,” he says. “Once the leaders’ view of the world is clear, the team is able to communicate that to staff and execute on strategy. Clarity is everything.”
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