Category: Worker of the Future

5 Top Leadership Tips for Next Gen Leaders

Leaders always want to up their game. They want to become high performance work athletes!  Whether they’re new to their leadership position, switching teams or companies, or just want to level up and be their best, real leaders know they have to put in the work to see the results. Use these 5 simple and proven leadership tips to up your game and create the impact you want to have at work this year. 

Leadership Tip #1: Use Your #1 Communication Tool

What is the #1 communication tool in any leader’s toolkit? Simple – your ears!

Great communicators are great listeners. They listen in order to understand, to make the other person feel heard, and to inquire about solutions with great questions. If you find yourself talking more than you listen, start there. Houston, there is a problem. Challenge yourself to recognize when you are overtalking and really listen to the people around you, your team, your bosses, your customers, family, etc. Then, stop, breathe, and shift to ask one great question that deepens your understanding and insight of your audience. Guaranteed you will be surprised how the simple act of listening changes results for you.

Leadership Tip #2: Let Go of Making it All About You and Needing to Always Be Right

Many leaders are leaders for a reason. They like to be in charge and to take control of situations and solutions. So, one of our most effective leadership tips to simply let go of that need to always be right and replace it with the desire to serve others. Accept and expect that your answer or your idea isn’t always the best one. You need to include diversity of thought. If you create space for others to step up and make their own ideas heard you will win every time. People want to feel that what they do matters, that they are contributing and creating impact. Part of your job as a leader is to simply back off and allow it to happen in the way that makes the most sense at the time.

Leadership Tip #3: Figure Out What People Want

The Platinum Rule has replaced the Golden Rule and it reminds us to treat people how they want to be treated, not how we want to be treated. Start by figuring out what it is your people want! As their boss or manager, figure out what motivates them and their passions, skills, and values. The simplest way to figure that out is to ask them: turn your organization upside down. Having your audiences’ desires firmly in mind will allow you to frame your conversations and interactions accordingly. If you know one team member wants to be a manager, this allows you to tailor your communications and coaching to move them toward that goal. Likewise, if you know someone desires to be home with their family as much as possible, you know you can appeal to them by offering greater flexibility with the time and place of work.

Leadership Tip #4: Improve Your Communication Skills

To step up as a leader who creates real-deal impact, focus on improving your communication skills this year. Learn the art of the question, make a habit of using inquiry to go deeper, listen twice as much as you speak, and use our GPS communication strategy for tough conversations. If you need help and guidance to get you where you want to go, reach out to us about our personalized and on-demand coaching. We ask our client to ask themselves what is in it for the them (WIFThem): the audience.  And then to continue to use inquiry as a tool to solve and bridge any gap. 

Leadership Tip #5: Adopt Simple Systems

On a recent podcast I was asked about my best leadership tip and it is this:

KISS. Keep It Simple Stupid.

The principles of leadership are easy. What’s not easy is the execution. Adopt simple systems to support growth and sustain permanent change. Our launchbox coaching systems focus on actionable and easy to implement 3 – 4 step processes each time. We provide a practical approach not a theoretical one. Our systems meet our clients where they, and their workplace culture, are. It’s been finetuned and tested thousands of times.

Don’t overthink the problem. Tap into something that is proven to work so you can start making big leaps in your career.

Taking the next step in your leadership journey starts with you. Implement our best leadership tips to drive your success and reach out to us to learn more about our leadership coaching for driven and motivated individuals.

Communication is the Most In-Demand Skill for the Future of Work: Here’s How to Up Your Game

Communication by video conference. Close up photo of computer screen with people. Business colleagues discuss about economic trends by video conference from home. Distant work

Turns out, we were right! In a recent report from LinkedIn Learning, communication is the most in-demand skill for today’s job market. From day one we, launchbox, predicted that the most in-demand job skill people would need to get hired, promoted, or change careers would be great communication and connection with others. The Swedish job search engine, Jobbland.se, found that “effective communication was cited in job postings at more than 35 times the frequency of other soft skills such as empathy, conflict resolution, adaptability, and dependability.”

Communication is in demand now more than ever and that’s not changing anytime soon. When we peel back the layers and look at why this skill dominates recent job postings, we can see that while uncertainty, tolerance and diversity require communication, the pandemic has also increased the need for effective communicators.

The global workplace had been heading in this direction all along. With the increased use of AI and robotics in the workplace, a growing remote workforce, and technology allowing us to connect with people around the world, it’s never been more important that we know how to actually talk and listen to each other and establish connection. The ability to communicate along with the other soft skills like empathy and leadership will be your competitive advantage in the years ahead.

At launchbox, we focus on helping people bridge the gap by connecting with themselves and others. We have the tips and tools to help you increase the effectiveness of your communication, build stronger relationships, and create trust. In particular, we specialize in no BS, on-demand coaching that helps you quickly cut to the root of your problem so you can up your game and create impact for others. When it comes to better and more effective communication, put these 4 tips into practice this week and watch what happens:

Make it About Others

Remember WIFTHEM:  What’s in it For Them? This acronym is the backbone of great communication. It’s not about you anymore. People don’t care unless they know what’s in it for them. This is as true for the hiring manager on the other end of the phone as it is for your coworkers and clients. You must be able to demonstrate and articulate the value you bring to others. Before your next conversation or interview, take a moment to think about what the other person is really looking to achieve from their interaction with you and then DELIVER.

Ask Great Questions

Another way of making sure you’re staying other-focused, or to understand what people need from you, is simply to ask great questions. Great questions are open-minded, non-judgmental, and supportive. They allow you to begin the process of going deeper, to drilling down below the surface level to uncover needs, motivations, and challenges. When you understand what’s really driving and motivating someone, you’ll know how to make it about them and create value. Asking great questions gets you there!  Lead employees, teams, clients and yourself all by understanding where to meet them.

Use Our GPS Communication Strategy

Having conversations, whether difficult, with or without conflict, or just to demonstrate support, is a way of life in business. Having conversations that end painfully is never productive. So turn it around and have winning conversations. Use our GPS communication strategy to make sure you’re delivering impactful messages that are moving the relationship forward, rather than damaging it. GPS stands for Gratitude, Permission, and Shared Experience. It’s one of the fundamental frameworks we teach inside our Strengths & Story workshop. To learn more about how to use GPS in your workplace, click here to read our blog and grab our free worksheet that will guide you through the process.

Own Your Story

Before you can hope to communicate more effectively with others and create better relationships, you must first work from the inside out to really understand who you are and what you have to offer. Your story matters. It is the connection currency that you use to increase trust, build stronger relationships, and ultimately get things done. Think about it this way: how can you possibly connect to others if you can’t even connect with yourself? Start now by doing the work to get in touch with your own story. If you need help, just reach out – we’ve had thousands of people go through our Strengths & Story workshop and we’re ready to help you, too.

The future of work is now. Seize opportunity and chase relevance by up leveling your communication skills. Whether you’re trying to get the job, changing careers, have your eye on a promotion, or are launching your own business, great communication really really matters. We can help. Contact us to learn more about our personalized, on-demand coaching program that will help you get the results you’re looking for.

How to Attract and Retain Talented Tech Employees

Two Engineers Using CAD Programming Software On Laptop

(Today we’re sharing a guest post from our friends over at Career Karma. Attracting and retaining talented employees is the name of the game for any business, but especially in the rapidly-changing technology sector. To help you compete and stay ahead of the competition, here are three ideas you can implement to help you hold onto your most talented employees.)

The American workforce is going through a period of disruption, the likes of which have never been seen before. Advancing technology was always going to merge with the workforce, that much was clear. However, the recent Covid-19 pandemic accelerated this change via the widespread integration of remote work at companies. Rather than first getting their feet wet with technology, many companies were forced to take the plunge.

Not surprisingly, traditional jobs have begun to decline more than they already were, as more and more companies see the importance of tech jobs. Online business is the way of the future, and securing tech employees who can propel your company above the competition should be the number one priority of any human resources division. The question, however, revolves around where to find this talent and how to attract them to your company. Fortunately, both aspects of that question have prominent solutions.

Source From Different Educational Backgrounds

Far too often, companies focus solely on going to universities and colleges around the country in an attempt to hire recent graduates who have no experience. However, one of the best ways to attract top tech talent is to show that you are willing to source employees from different educational backgrounds.

An alternative to the traditional four-year path, that has been rising in popularity, is attending an intensive trade school that prepares students for specific fields. In fact, CNBC discussed how the premium that comes with a college degree is declining while trade school attendees are able to become skilled workers and already have some industry experience.

Popular options such as General Assemblyoffer multiple courses in pressing tech fields such as web development and engineering immersion. An added benefit of attracting potential employees from trade schools is that they graduate far quicker than their college counterparts. When it comes to finding talented tech employees, the specialized training received from trade schools makes this a great option.

Offer Jobs With a Wider Variability of Tasks

In the past, employees with traditional jobs typically had one daily task that they excelled in. Tech students and employees are different than these traditional workers, though, and provide more freedom and variability in their work. Harvard Business Review discusses how employees of today want to feel as if they are performing meaningful work.

To that end, offering numerous tech jobs at your company can attract new types of tech talent. One such dynamic tech field is data science which is growing at an exponential rate. The day-to-day tasks of a job such as this change daily and can provide a great source of dynamic work to any talented employee.

As a company, numerous tech jobs need to be offered to employees to keep them interested in applying to your company. The best way to stay up to date on this is by modernizing your company and ensuring you are adapting to the times as they change.

Competitive Benefits

When it comes to actually retaining your employees, it is incredibly important to offer competitive benefits. Keep in mind that the different generations of your employees will require different things to retain them. Millennials typically prefer benefits that are structured to give them more freedom and paid time off.

Consistently offer feedback options amongst your employees and ensure that none of the criticisms that arise line up with some of the common reasons for leaving a job. This can help you to keep your company as an attractive place to work for tech talent. The most important key to retaining talented tech employees is to understand what they desire and to be knowledgeable about their specific demographics.

In the end, one of the best benefits of a job is undoubtedly the salary. It is also important to make sure that you are offering comparative salaries to your employees and not giving them less than they are owed.

When it comes to attracting and retaining talented tech employees, it’s important to think outside the box. The workforce is changing and so are the employees who make it up. Benefits and perks that attracted workers from past years are no longer relevant. Millennials and Gen Z are the future of the workforce and benefits that appeal to them do not appeal to older employees. Understanding the demographic of your company and where you are hiring your employees is important to take the steps needed to retain your talented workforce.

Humans (People) Really Really Matter: The Workplace of the Future Needs Humans (Real People) Now More Than Ever

Cartoon robot sitting in line with applicants for a job interview

“Humans (People) are underrated.” Elon Musk tweeted those words back in 2018, but they still ring just as true in 2020. Humans (People) ARE underrated. Especially in the workplace. In the keynotes and workshops we’ve delivered for organizations around the world who want to get a handle on what the future of work will be, we posited that all these discussions about the future overlook most important person: the worker, yes the People.

Back in 2016, the World Economic Forum predicted that Emotional Intelligence would be one of the top 10 skills people needed to cultivate in order to thrive in 2020. Well, it’s 2020 and guess what? In the midst of a global pandemic, remote work, and social distancing, we need People more than ever. But when the threat of COVID-19 is gone, we won’t stop needing People. The need for human skills (emotional intelligence, creativity, people management, etc.) will only continue to grow as our workplaces become increasingly automated.

Machines Don’t Erase the Need for Human Workers – They Create a New Need

A new article from MIT Sloan Management Review (Brynjolfsson and Beane) looked at the role of robots in our workplaces and made some surprising conclusions for our post-pandemic world. Chief among them is the idea that the workplace of the future will more than likely involve humans working alongside machines, rather than machines putting humans out of a job. In their interview with CNN, the researchers remarked that “there is a whole spectrum of having humans and machines work together. You can choose different points on the range in this division of labor, but in almost every case, you want humans doing some of the task.”

To summarize their findings, machines are great at doing certain things for us. Things that are repetitive and don’t require creative problem-solving. But that’s not all that happens inside our workplaces. We’re constantly challenged by unique problems, situations, and team dynamics. Things happen every single day that no machine could ever be programmed to deal with. But we humans are uniquely suited to solving the unpredictable. So rather than replacing our jobs, machines instead create a new need for humans in the workplace of the future – alongside new career opportunities.

New Jobs Will Emerge

Earlier this year, the World Economic Forum released a new report analyzing the workplace of the future to make predictions about the jobs of tomorrow. They identified seven emerging professional clusters and the necessary skills we should be cultivating for careers in each. In the summary of their report, they made the following remark: “While disruptive technology skills such as data science and AI skills will certainly be critical to the future of work, so will caregiving, leadership, and the ability to provide learning and development. In other words, the transition to the new world of work will be both human- and tech-centric.”

Machines aren’t going to replace us. Instead, they are paving the way for us to assume new roles – roles best suited to our own very human talents and skills. Our Strengths and Story. The most successful managers of tomorrow will be able to effectively integrate and leverage the best of both worlds inside their organizations. Yes, that means investing in your people, reskilling them, and ensuring they have a pathway to learn and grow. But we know how to help organizations do that. We’ve been doing it for years with our clients in all kinds of industries – and we can help you, too.

We’ll Have to Learn New Skills

We are living through what’s been called the Fourth Industrial Revolution. The McKinsey Global Institute predicts that as many as 375 million people will need to change their occupation by 2030 – just ten years from now! Which means there’s going to be a lot of people in the world who’ll need to go back to school, get retrained, reskill, level up, or otherwise dramatically alter the work they’re doing today.

Increased investment in automation and technology means we’ll have to lean harder on those things machines can’t take from us. Those soft skills we’ve been talking about for years – emotional intelligence, relationship building, connection, communication, trust. All things that you can’t program into a robot. They don’t come easy to some of us and they can be hard to teach. But nothing is impossible when you have a proven system that works. We have that system plus tips and tools to help you and your organization succeed and help you find your relevance.

We’ve been saying it for years and we believe it still: People matter now more than ever and they’re going to matter even more in the workplace of the future. If you want your company to grow and thrive for years to come, you need to put your focus on people right now. Use our 3-hack system to help: turn your workplace upside down to ask your people what they want and need from you, help them find meaning and purpose in their work, and reskill them for what’s to come. People are the heart of an organization and no amount of technology is going to change that.

If you need help equipping your people and your organization to succeed in the workplace of the future, reach out to us to learn how we can help through our customized workshops, personalized, on-demand coaching, keynotes, and more.

Employee Development in the Virtual Workplace Matters Now More Than Ever

Employee development really matters. It always has. But now look at this: we’re all working remotely, interacting virtually, and dealing with uncertainty, stress, and anxiety surrounding the pandemic. It’s never been more important to invest in employee development, especially for the younger generations, Millennials and Gen Zs. They want to matter in the workplace and want a career plan. We all did. How do we know all this? Easy, we just asked them! They’re human beings, too.

In Deloitte’s recent Global Millennial Survey, they found that 41% of Millennials and 43% of Gen Zs expressed concern over their longer-term financial future. Similarly, 40% of Millennials and 46% of Gen Zs worried about their job or career prospects. From start-ups to Fortune 500 companies, in diving deeper, they discovered that respondents felt less confident that they possessed all of the skills and knowledge necessary for future success.

Guess what employers – you have to be the guide! As an employer, it’s your job to make sure your people get what they need from your organization. And organizations that provide that support outperform their counterparts. It does not just happen and how you do training and mentoring matters. Good news, while the Deloitte survey found that companies are doing a better job of this (with 65% of Millennials and 68% of Gen Zs saying their employers are providing enough support in this area) we need to be doing more to win. Investing in your people is one of the key ways to make sure your organization not only survives this pandemic but thrives in the world that comes after.

At launchbox, here is how we help. We know each client is different and they need customized products and solutions to reach their goals. Increase your employee development offerings in the months ahead with these 3 simple ways to give your people what they need and want to achieve success:

 

Virtual Workshops

In this disconnected world, help your team pull together to solve the disconnect because we can’t afford for our people to be anything other than highly engaged in the workplace. We need them to bring their best selves to work every day. Offer a transformative system that will help your team find, build, and share connection. Then empower them through simple and unique tools and strategies to own their growth and get to that next level.

 

On-Demand Training

We’ve worked with thousands of young Millennials and Gen Zs and if there’s one thing we know about them, it’s this: they want things on their own terms. And that includes access to employee development training. MEET THEM WHERE THEY ARE. Try a system for coaching and mentoring that is sustainable over time. We use virtual training systems that employees can access anywhere on-demand called Hooga, however, just make sure they can access people when they need help. Help your people figure out how to work from the inside out, to discover who they are, and the value they have to contribute to the world. Then show them how to use their learnings about their own Strengths & Story to connect with others and build better relationships. Ask us how you can try Hooga for free today!

 

Individual One-on-One Coaching

For the employee, manager, or executive who desires to take their development to the next level, we believe in direct individual or group high-performance coaching that is tailored to the needs of the individual. Make sure you place an emphasis on creating a connection to self first, so they can then build the tools to win with others. Through one-on-one coaching you will help them discover, develop, and articulate their own impact: we call it Strengths & Story. Once you help them become self-reliant and create the work competency of knowing who they are, you can believe they will better connect to coworkers, team, boss, clients, etc. to deliver value and create greater impact for them and you.

 

The world as we knew it has changed. It’s time for us to step up and invest in developing next-generation leaders within our own organizations. We are here to help! If you’re not sure how to start, click here to reach out and book a free call with us.

The Case for Creating Safety and Belonging in the Workplace Has Never Been Clearer

As we get used to a new normal and over the shock and grief of COVID-19, it’s never been more important to care about our workplace. Our employees and teams really need a sense of safety and belonging. Both in the psychological and in the physical sense, as COVID-19 leaves us with new rules and regulations.

Simply put, if people don’t feel safe at work and if they don’t feel like they belong, they won’t do their best work. It really is that simple. The key to creating a successful culture that helps your company thrive and deliver high performance is to make sure your employees are safe. That means addressing their fears and concerns over their physical and psychological safety in a post-COVID19 world. Here’s how:

 

Ask, “What Can I Do Differently to Serve You?”

To solve any problem in your workplace, start by asking great questions. Questions that encourage the other person to go deep and really mine for the crystals so you can help solve for the challenges. I love these ideas from Google’s Head of People Analytics – start this week by asking these questions of every person on your team:

1) What am I doing now that you want me to continue to do?

2) What am I NOT doing frequently enough that you’d like to see more of?

3) What can I do to make you more effective?

Asking great questions demonstrates to the other person that you care about them, that you’re willing to listen, and you’ve got their back. When people know you care, they’ll trust you. Trust goes a long way toward creating a true culture of safety and belonging. In this new world you actually may want to share your procedures for physical safety and further check to see if they do feel physically safe and social distanced.

 

Ask, “What Makes Work Meaningful?”

We all want to do work that is meaningful, that makes a different for someone else or the world. With all this time at home, worrying about what’s going to happen to our families, our friends, our jobs, it’s got a lot of people thinking about what’s really important in life and questioning if they’re living in alignment with those principles.

Make sure you’re helping everyone on your team connect their work to their meaning and purpose. Help them see why they’re doing something and how it’s contributing to larger team or organizational goals. When people can see that they are part of something and helping to meaningfully create progress, they will feel that they belong. Again, COVID-19 is a game changer. Is there something you can do to help your employees or clients create meaning while protecting them at this time?

 

Seek to Reskill on Emotional Intelligence and Behaviors to Create Safety and Belonging

In previous articles we’ve discussed the importance of cultivating Emotional Intelligence (EQ) in our changing workplace. As we reenter the world and workforce with differing fears, anxieties, and stresses, demonstrating EQ has never been more important. Self + Others = Success. EQ helps us get there.

Reskill your team on the basics of EQ and make sure they understand how to really listen in a meaningful way, how to ask great questions, how to have empathy for the other person, and how to tap into their own strengths and story to connect. Also, make sure that you understand the real challenges of the current times and be sensitive to how they are feeling. Seek to address how their colleagues and clients may be feeling as well.

Check out our toolbox here for free resources you can use to help your people level up and let us know if we can help you apply them to our current day scenarios.

 

If you make a conscious choice to intentionally create a culture of safety and belonging, your team and company will thrive. We’ve seen it happen over and over again with our clients – and we’re sure these simple hacks will make the difference for you, too.

Need some support? Reach out to us – our Strength & Story system guarantees you will create a culture of safety and belonging and see real results with your team and business in 100 days or less. Contact us to find out more about how we can help you grow and thrive.

What’s Holding You Back? For Many of Us, It’s Zoom Fatigue

Recently, I had a coaching call with someone I’ve had the pleasure of coaching over the last year. They’ve already made tremendous improvements since I first met them by using our system and tools. But with all the uncertainty that’s going on right now, I discovered they had gotten back into a place where they felt stuck and they didn’t know how to coach themselves out of being stuck. Often our thoughts are the biggest thing that holds us back from action.

A lot of us are feeling big time Zoom Fatigue these days. Harvard Business Review and Forbes have both shared articles on this topic in the last month. Going from video call to video call with no time in between to do our work, recharge, or even to just stop and think. And that’s really holding us back from being our best selves, from showing up with confidence and clarity to create impact for other people.

I know we all just want to get better, and in this time of social distancing, virtual work, and isolation, everything is compounded and we are more fatigued then ever and in a funk. So, you’ve got to ask yourself, “What’s standing in my way and keeping me from moving forward?” And, “Whose permission am I seeking to get unstuck and change my thoughts into action within this uncertainty?”

Changing your life and getting out of your own way come down to just factor: you. You are the only person you can control. You get to choose how you show up, how you behave, and ultimately what happens to you. As I always say, what happens to you is because of you. This is because we have the capability to question our own thoughts and motivations, which affects mindset. And mindset can eradicate fatigue.

So if you are struggling with Zoom Fatigue, use our tips to own your role in that and then make the changes that are going to best serve you and help you create impact.

Get Your Mind Clear

With everything that’s going on, we’re probably feeling a lot more anxious, confused, and tense than normal. While it’s ok to feel that way for a short time, we need to not get stuck. Your mind must be clear in order for you to show up to every Zoom meeting or call with confidence and clarity. To get your thoughts under control, start a meditation practice. Use an app like Waking Up With Sam Harris, Calm or Headspace to start your day with a guided meditation.

Change Your Thoughts

We all know mindset is key. But right now, we need to make sure we’re approaching every day with a positive mindset. If you catch yourself thinking negative thoughts about your own performance or that of your team, it’s time to ask questions about that talk track in your head. Are those thoughts true? Usually they’re not. Actively use questioning to accept the real thoughts, fear, anger, etc. as reality and then move on to set yourself free to get into action. Try saying the positive aspect of the reality aloud and repeating each positive phrase for extra emphasis. You might even laugh which is a step in the right direction.

Own Your Calendar

One of the easiest things we can do to fight Zoom Fatigue is to take back control of our thoughts about our calendar. Don’t let other people dictate your day for you. Don’t let other people drag you into back-to-back meetings. Be firm and schedule 45 or 50-minute meetings instead of 60 minutes. This will give you 10-15 minutes at the top of each hour to take a breath, do a quick meditation, prepare for your next meeting, or even take a walk around the block to clear your head. You will approach the uncertainty with clarity of thought!

Assign a Communication “Czar or Czarina” for Your Meeting

If you’re like most of my clients, as soon as you get off a call you all immediately send follow up emails with your notes, lobbying your position about what was discussed and what the next steps will be based on the outcome of the discussion. But, there’s a better way. Meeting notes recorded on the spot creates immediate consensus and avoids time wasted relitigating positions. Appoint a communication “czar or czarina” to capture all the salient details of the meeting, agree on the points BEFORE the call is over, and then have that person quickly send a copy of their notes to all attendees. Wow, think of how much time and energy you’ll save!

Be Intentional About Making Time to Recharge

For many of us, exercise was built around routine and accountability. Now that gyms and fitness studios are closed, we’re finding it difficult to keep these habits in our schedule. And now, it matters now more than ever and we have the bonus of more flexibility to get it done. So do it. Be intentional about making time to recharge. You can’t serve others and show up well if you’re not taking time for yourself. Make sure you’re scheduling in time each day to do a workout, walk, or even just stretch. Something that forces you to move your body and work up a sweat. I actually do sets of push-ups, pull-ups or sit-ups between my calls. By the end of the day I have belted out hundreds of each.

Schedule Free Time to Think

When was the last time you took an hour just to stare off into space and think? In our fast-paced world, we’re increasingly driven by deadlines and the need to use up every second of the workday being hyper-productive. Taking time to sit and be alone with our own thoughts feels indulgent. It is absolutely critical to free your thoughts to grow and create innovation. It solves your challenges, both in the workplace and in your life. If you never get the space to just “think”, you will always be stuck in reaction mode. You need to create thinking space in order to start being proactive, rather than reactive. Google and many other amazing companies actually have policies of “20% time” to do or think about things that are meaningful. And, while many question whether that really exists or works, what we know for sure is that it does create a culture of wanting to be known for thinking time and innovation.

 

Need help stepping into confidence and clarity to own your story and create impact? Get a complimentary coaching session that will help you quickly get your life and business back on track. Just click here to claim yours!

Two Predictions Shaping the Work(er) of the Future: Reality Hits Sooner

Last year we made some predictions for the future workplace. We predicted (i) technology is going to continue to evolve and drive change, and certainly (ii) people will matter more than ever. Our new Coronavirus reality further demonstrates the importance of both these points.  So as we enter this next decade, we’re gratified to see that new interviews and evolving research continues to support our predictions for the future workplace.

 The Wall Street Journal recently published an article called, “The Workplace of 2050.” It featured interviews with five experts at the top of their game making bold predictions for the future. All five talked about the way evolving technologies will reshape their industries – and the important role humans will play in the future of work.  

David Baszucki, CEO and co-founder of Roblox Corp, talked about the gaming industry as a whole. Alongside tremendous technological innovation, he envisions teams getting larger and transitioning to remote work with employees spread out around the world. While not mentioned directly in his interview, we know that communication between humans will be critical. As teams stop reporting to the same central office and start logging onto Slack from their couch, being able to articulate your story, demonstrate your value, and build relationships will become key factors for success in this industry.   

In the medical field, the need for technological expansion is particularly great. Dr. Esther Choo, ER doctor and Associate Professor at the Oregon Health and Science University, expects we’ll see “a lot more options for communicating with patients, monitoring them, connecting them to needed care…and streamlining things.” She also expects increased integration among the many electronic health systems doctors and patients are currently using. Although these innovations will certainly help healthcare providers improve job performance, what’s really driving this shift is a desire for better communication between patients and doctors in order to create meaningful change.

 Other CEOs and founders echo Baszucki and Choo, predicting an increasingly prominent role for technology in industries ranging from restaurants to talent acquisition. But for all this focus on technological innovation, Free the Work founder Alma Har’el sums up it up best: “At the end of the day, the heart of the work is really about connecting on a human level, and that’s never going to change.” No matter how an industry is disrupted or what new technologies they choose to deploy, at the heart of all this change is us: people. We still matter.

To help you create success and shift to a culture of high performance, we introduced our 3-hack system. Many of our clients have already reported tremendous success after implementing it in their organizations. How will you keep the future workplace human? What choices will you make to make your employees matter? How will you empower and lead your people to high performance? Reach out to us for a free consultation. Through our dynamic keynote speeches, game-changing workshops, and bold coaching, we will inspire your people to up their game and help you create a high-performance culture.

Shaping the Work(er) of the Future. It Matters Now More Than Ever.

The Future of Work is under attack: literally. The current fear of the Coronavirus has exacerbated the existing state of increased worker anxiety, depression, isolation and disengagement. They are all at all-time highs across the globe. And the pressure keeps mounting as the world moves ever faster.  In the U.S. alone, it’s costing billions of dollars in lost revenue and workforce productivity.

The Future of Work and the Workplace of the Future are huge topics of conversation. Yet, we’re still SOOO confused.  We ask, what it will look like? What it will feel like? Where and how will we work? How many hours will we attend to work and how will we balance that with all our other life challenges? How will we handle disease, global challenges, technological changes (robots, AI, digital, etc.), and how will we survive as workers?  It is an amazing question, especially today.

WE ARE MISSING THE POINT!  We are forgetting the single most important Future of Work component: the workers themselves.  The Worker of The Future. What will they do?

To break through all this uncertainty and confusion, to succeed in the future workplace, we need to first make sure we’re focusing on the right thing: the worker. Then, we need a system that helps and supports our workers as they navigate this period of tremendous change. Adjusting our focus and implementing a proven system is the only way to develop better connection, better engagement, and better teams. If we can figure that out, we’ll have better performance and financial results, better impact, better communities, and a ultimately a better world! 

Why We Need to Be Asking the Right Questions About the Future of Work

The workplace is changing and this change is creating enormous pressure. Industry research and our own independent polls of 20,000 people demonstrate the impact of big data, robotics, AI and other technologies our future. Here are the stats that we need to be concerned about and now with our new anxiety about Coronavirus, add fear on top of that – yikes!

  • 375M people will have new job categories,
  • 41% of companies will be fully automated,
  • 47% of jobs will be gone by 2030,
  • 67% of CEOS believe technology will create more value than human capital,
  • 44% of leaders believe automation will make people largely irrelevant,
  • Workers are scared too: 53% believe people may become irrelevant and 50% believe that they will need new jobs. 

Management and employees are both uncertain. As a result, fear, anxiety, depression, lost productivity and disengagement pervades the workplace.

But to bridge this gap, move out of uncertainty, and create engaged workplaces and workers of the future, you must put your focus where it belongs. On the people. People need people and people need to matter. 

Reports from Korn Ferry, McKinsey, Josh Bersin, and The World Economic Forum show that Emotional Intelligence and effective human interaction are the real skills necessary to win in the workplace and create engagement.  Human interaction will become even more important to succeed, connect, provide value and grow businesses.  And it is multifaceted. It includes purpose, meaning and an integrated and diverse approach to work, community, and family. Humans want connection and meaning. They want contribution and impact. They want to feel seen and heard. They want immediate feedback. But most of all, they want to matter.

The Hacks, Tools and Solution:

Let’s create that connection and bridge the gap between the Worker of the Future and the Future of Work. After coaching over 20,000 Millennials, Gen Zs and their managers, we’ve developed a simple 3-hack system that will help solve the workplace disengagement crisis. This system can be rapidly implemented today to shift the way you lead and positively impact your company’s bottom line.

Hack #1: Turn Your Workplace Upside Down:

Learn what your most critical audience (your workforce) needs from you to create high performance. Ask them questions on an individual level, create focus groups, and send out surveys. Get a sense of what they need and value in order to meet them where they are and utilize them in creating a culture that defines the Future of Work within your company. Safety will be added to this list for sure so let’s have the dialogue: what do workers need from you to feel safe and protected? Utilize our tools like The Platinum Rule, “WIFThem,” and our signature communication tool, “GPS” –  Gratitude, Permission, Shared Experience

Hack #2: Create Meaningful Work:

Many studies demonstrate that meaning, purpose, impact and contribution are the most important things that workers of all ages want from the workplace. To create meaningful work, make sure your organization is addressing these two key things for each of your employees: providing opportunities for learning/growing and creating a sense of community. This is the way you will ensure the work feels meaningful, no matter the task. Now more than ever when we have been pushed to a new normal , which includes fear of survival, meaning matters.

Hack #3: Reskill from the Inside/Out on Emotional Intelligence:

According to the World Economic Forum, Emotional Intelligence (EQ) is key for 2020 and beyond. Additional research, including the 2017-2020 Bersin reports on HR and talent predictions support this. To help your people develop a higher EQ, focus first on finding a way to connect with them. Then, create a safe workplace and encourage them to be vulnerable in sharing the truth of who they are. Finally, mentor and coach them in the moment, not during a quarterly or annual performance review. Today’s workplace moves fast and tomorrow’s workplace, even faster. You need to help your people grow and develop new skills for success now. Particularly, are they capable of being managed remotely, engaged through self-motivation, trusted by coworkers, and still learning and growing?  What systems will you put into place to help them?

Doing the work and committing to using this 3-hack system MATTERS. If we don’t put our focus in the right place (on the Worker of the Future) there won’t BE a Workplace of the Future. Because without the people, none of it really matters. So start solving the disengagement crisis in your organization today! Use our system, check out our free tools, and read the rest of our blog for even more implementation tips. Reach out to us to learn how we can support you in creating lasting change through our high-performance coaching, keynote speeches, and workshops.

The Workplace of the Future is NOW – Do You Have a Plan to Solve Employee Disengagement and Anxiety?

Our clients tell us they can’t keep up because the world is changing so rapidly. The word “change” actually seems insufficient to describe the rapid transformation affecting all our businesses. And yet we’re more connected than ever.  One misstatement, misstep, miscalculation of impact and a disgruntled person’s tweet can go viral at a moment’s notice. We’ve never felt more vulnerable to the opinions of others and it’s affecting our businesses.

Not a stretch for any of us or our businesses, just look at what happened to Peloton recently. When its holiday commercial failed to strike the right note with its customers, the company’s stock dropped more than 10% after a storm of criticism helped its infamous commercial go viral for all the wrong reasons.

But it’s not just our customers that are challenging. Our employees live in this world and they are challenged by the change too. They’re also confused. Hence, most businesses are facing a two-headed crisis with their employees: (1) disengagement and (2) anxiety. Just when we need our teams to pull together, crush performance, and be stronger than ever, actually the opposite is happening. Our employees are instead disconnected from each other or with their bosses. Rampant anxiety is hurting their individual performance. And high turnover is costing us serious money.

At launchbox, we’re all about finding solutions to help you solve disengagement and anxiety to ignite your team and company’s performance.  We’ve developed a 3-hack strategy you can use to ensure your company is meeting the demands of the changing workplace. Follow along as we show you how we’re helping three clients solve their own unique organizational problems:

Asking Questions to Solve for Disengagement

One of the clients we work with had a modern challenge that needed solving: many of their employees worked in the field at customer sites while others remained behind at the company’s main office. Not surprisingly, they were struggling to keep their remote employees engaged.

When they came to us for help, we coached them to start by conducting an assessment of all their employees to help them figure out what the specific problems were. Turns out the employees that spent a lot of time in the field were having trouble remaining connected to their peers, the company’s mission, their contribution, and ultimately their own career path.

With this information in hand, we were able to help the leadership design and implement specific engagement strategies through coaching individuals and the team to create increased engagement. The solution? Double down on understanding the employees needs and then solve them at the individual and group level.  Model behavior, downstream techniques, and stand for the employee. The result? Greater engagement and increased retention across the entire company.

Helping Employees Find Meaningful Work

Another of our clients, a respected financial advisory firm, sent one of their talented young employees to get coached by us. This young man was struggling to find real meaning, purpose and contribution in his work. The company’s mission of protecting their clients’ assets and growing wealth just wasn’t cutting it for him. He was looking for something deeper, more meaningful, something to feel he was a part of and that would allow him to make a difference.

In working with us, he learned about himself, his own why, and the impact he wanted to have. It was critically important for him to have belief around his impact and tangibly see the results of his work (in the form of seeing his clients’ wealth grow) in order to feel connected to what he was doing. We talked about how he could better communicate that to his bosses in order to get some help to create bigger results for all of his accounts.  He was predisposed as many millennials are to create impact.  We tied his ambition and work to philanthropy that was created by the growth of wealth. Once he became aware of this meaning, he could articulate it as his value and extend it to his clients.

Can you guess what happened next? He got the help he needed from his supervisors to recast his own meaning and impact in order to contribute to the team. This in turn helped his clients AND his company’s bottom-line.

He also discovered how to live his own values and find greater purpose and contribution by seeing the positive things his clients were able to do for both their families and for others as a result of their increased wealth. How’s that for a win?

Reskilling Emotional Intelligence

Management at one high-end health club came to us because they were frustrated with the performance of their younger employees. They felt that many of them didn’t display the warmth and friendliness they wanted to see in such customer-centric positions.

After instituting hacks 1 and 2 above, we dug deeper to create a system of skills to help employees connect more readily to the company’s mission. We helped the employer bridge the generation gap by showing them how to reskill their young employees on the basics of customer service, making it about teaching, learning and growing. We encouraged them to train and coach young employees on connection. This gave their young people skills they could see they would use forever. It also made them feel that they had power over their own future, that they were creating their own path to success. Finally, we encouraged management to illustrate how their role was absolutely vital to the entire customer experience and that how they showed up as individuals made the ultimate difference.

The culture at the health club became one that was focused on others and giving value. As a result their young people began to flourish. They learned new skills and changed the way they communicated with clients and their peers. And ultimately, they took ownership of their own self-development and growth in order to provide the best possible experience for the customers they saw every day.

As we enter the next decade, one thing is for sure: the workplace will continue to rapidly evolve even faster. In order to keep up and achieve even greater success in the years to come, make sure you’re solving problems for both your customers and your employees. If your company could use a little support in igniting growth like these three clients, book a free call with one of our coaches today!