Leadership Upgrade: Staying Relevant in Today's Dynamic Workplace
I was decluttering my house not long ago and found an old Apple iPod. Remember the iPod? It was amazing at playing music, but now it seems outdated compared to the iPhone, which does everything—phone, music, camera, and countless apps. Many would call this an upgrade. It doesn't stop there. Whether you have an iPhone or a different phone, frequent updates keep your devices current.
We upgrade our technology but often overlook updating our approach to leadership. What do I mean by this? Thirty years ago, we did not hear employees mention childcare or mental health issues. Those entering the workforce at that time probably didn't ask questions about the organization's culture during the recruiting process. Im sure we can all agree that things have changed since then. More importantly, plenty of data supports how leadership and culture can impact important outcomes such as employee engagement and innovation.
If we're upgrading our technology and updating other aspects of our operations, shouldn't we approach leadership and culture in the same way? Applying outdated methods because “this is how it's always been done” or “this is how I learned” is insufficient in today's dynamic environment.
Here are three actions you can take to ensure you and your organizational culture remain as cutting-edge as technology:
Regularly Update Your Leadership Training Programs.
Deloitte found that companies with strong learning cultures are 92% more likely to innovate. (Deloitte).
Update your leadership training programs regularly with the latest research and leading practices. Incorporate new methodologies like design thinking and agile leadership and address challenges such as remote team management and digital transformation. Ongoing training keeps you and other leaders equipped for current and future challenges.
2. Adopt a Remote-First Work Culture.
Buffer reported that 98% of remote workers would like to work remotely, at least some of the time, for the rest of their careers. (Buffer)
Even organizations with a hybrid or flex policy should consider embracing remote work as the default. This approach could expand your organization’s talent pool and meet the growing demand for work-life balance. Invest in robust digital collaboration tools, virtual team-building activities, and new methods of virtual engagement to maintain a cohesive and productive remote workforce.
3. Gamify Employee Engagement.
Research from TalentLMS shows that 89% of employees believe gamification makes them more productive and engaged. (TalentLMS).
Introduce gamification to boost engagement and motivation. Use leaderboards, badges, and rewards to achieve milestones or complete training programs. Gamification makes work more enjoyable and fosters a sense of accomplishment, driving higher performance and satisfaction.
In conclusion, as technology requires regular updates to remain relevant, so does leadership and organizational culture. Don’t let your approach to leadership look like a fax machine. Regularly updating leadership training programs, adopting a remote-first work culture, and gamifying employee engagement can ensure your organization remains competitive and attractive to top talent.