Leadership | Jennifer McClure`

10 Critical Focus Areas for Leadership Success in the Future of Work

Unlocking the full potential of your team and paving the way for success in the future of work requires strategic focus and deliberate action. As a leader, it’s crucial to prioritize key areas that will make a significant impact on your organization and its employees.

In the ever-changing world of work, where technology advancements, globalization, demographic shifts, and changing societal norms continue to reshape the way we live and work, where should you focus, in order to create the most impact in your organization, and in the lives of the people that you lead and serve?

10 Critical Focus Areas for Leadership Success in the Future of Work

1. Fight for flexibility for your team members

People want to effortlessly work how, where, when, and for whom they want.

40% of respondents in McKinsey’s Great Attrition Great Attraction Survey published in September 2021, said that flexibility was the number one reason they accepted their current job.
According to Shiftboard’s State of the Hourly Worker Report scheduling is the #1 complaint of hourly workers and the #1 cause of turnover.
85% of the hourly workers who participated in Shiftboard’s survey reported that scheduling affects their overall job satisfaction.

2. Prioritize career growth and development opportunities for your people

According to Gloat Research Group’s Great Resignation 2.0 Report, the number one reason given by employees who took a new job as to why they would leave again was a lack of career development opportunities.

The same survey revealed that 54% of the employees surveyed reported that their employers either don’t take their future interests and aspirations into consideration enough, or not at all.

3. Help your people to connect with Meaning and Purpose in their work

It’s critically important for leaders to connect people to something bigger than themselves and help them contribute.

According to Gallup research, a 10% improvement in employees’ connection with the Mission or Purpose of their organization leads to an 8.1% decrease in turnover and a 4.4% increase in profitability.

I love this quote from Laszlo Bock – the current CEO & Co-Founder of Humu and former Google SVP of People Operations:

The single biggest thing you can do [as a leader] is to make the work feel meaningful.

What is an organization’s Purpose? It’s the reason for its existence, and the ultimate goal it seeks to achieve for customers.

Some good examples of organizational Purpose include:

Nourishing families so they can flourish and thrive – Kellogg
We fulfill dreams of personal freedom – Harley Davidson
We help people get jobs – Indeed.com

4. Commit to real change and action with Diversity, Equity, Inclusion, and Belonging efforts

How can you begin to make DEI&B efforts more meaningful and real in your organization?

Set meaningful goals
Track progress
Hold leaders accountable
Incentivize leaders

To learn more about how to think and act strategically when it comes to DEI&B, check out Impact Makers podcast Episode #51 – The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion with Jennifer Ingram (she, her, hers) – Founder and CEO of Calibrated Lens.

5. Invest in your leaders – specifically front-line supervisors

The biggest gains businesses will witness in the future will come from hiring and training the right managers, who care for, develop, and maximize the strengths of every single employee.

Per Gallup’s meta-analytics based upon 100 million employee interviews 70% of the variance between highest engaged teams and persistently disengaged teams is just the manager.

6. Focus on skills identification and development

I think this quote from Jonas Prising – Chairman & CEO of ManpowerGroup, sums up this critical focus area in future of work well:

Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade.

It was important before the pandemic, and is even more critical now – to create a better workplace where everyone is able to unleash their full human potential and have a more equitable share of the prosperity.

To learn more about best practices related to internal mobility and career upskilling, check out Impact Makers podcast Episode #64: Creating Career Pathways to Unlock Opportunity for the Workforce of the Future with Matthew Daniel – Principal, Talent Strategy and Mobility at Guild Education.

7. SEE your people

What do I mean by “SEE” your people?

Show Appreciation.
Give Recognition.
Value Differences.

According to the results of a SurveyMonkey / Bonusly Survey, 63% of employees who are regularly recognized were “very unlikely” to look for a job in the next 6 months, and 89% of employees who are rarely recognized are open to accepting a new job.

And according to McKinsey’s Great Attrition Great Attraction Survey, the number one reason why people left a job without another one in hand was uncaring leaders.

In addition to helping your people to feel more valued, being a caring leader for your people actually makes good business sense.

8. Grow yourself

Your growth and development is your own responsibility, not that of your company, or your your boss. Take ownership of your personal development by:

Setting goals, tracking your progress, and holding yourself accountable.
Challenging yourself to learn aspects of business and leadership that are not within your current responsibilities.

As my friend Laurie Ruettimann says in her best-selling book Betting on You: How to Put Yourself First and (Finally) Take Control of Your Career:

If you’re learning, you’re growing, and if you’re growing, you’re thriving.

9. Develop your influence

As a leader, your ability to influence others is a critical factor in your career growth and success.

How can you develop your influence?

Invest in relationships.
Build trust.
Share your ideas.

My friend Neil Morrison – Group HR Director at Severn Trent Water, shared the following quote in a blog post years ago, which continues to resonate with me, because it’s so true:

You don’t get influence through control. You get influence through other people’s positive experience of you. You get influence through people wanting you involved – not by telling them you have to be.

10. Embrace (and lead) disruption

Change is a constant, and will continue at a rapid pace in the future. As leaders, we need to stay curious, and seek out ways to lead change efforts, rather than being reactive, and being affected by changes in unknown ways.

For HR and People leaders in particular, change agility was identified as a key skill in the future of work by SHRM research.

You can learn more about what the future of work holds for HR and People Leaders in Impact Makers podcast Episode #63: Defining Return on Workforce Investment in the Future of Work with Alexander Alonso, PhD SHRM-SCP – Chief Knowledge Officer at SHRM.

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So there you have it!

My 10 suggestions for areas where I believe leaders who will create positive and meaningful impact in the future of work need to focus now. Hopefully, you’re already actively making progress in several of these areas, and only need to add a few to your actions plans. Or, if you’re just getting started, choose a couple of areas to focus on, and start taking action today.

Written by Jennifer McClure

Finding Balance and Success as Leaders by Focusing on Winning at Home First With Cory Carlson

On this episode of the Impact Makers podcast, I’m chatting with Cory Carlson, an executive coach and speaker, who helps leaders win both at home and at work.

With over 20 years of corporate experience, including managing large teams and holding executive positions, Cory understands the challenges and pressures that many leaders face firsthand.

In our conversation, he shares his personal journey of self-discovery as a leader, from battling with imposter syndrome to finding a better way to lead. He also opens up about the pivotal moment in his career that led him to seek out an executive coach, and how that decision helped him to transform his life, while also becoming a better father, husband, and leader.

We chat about some of the key lessons that he learned along the way, and we discuss the importance of embracing coaching, focusing on what truly matters, and maintaining a healthy work-life balance.

Cory’s insights and practical strategies are not only beneficial for leaders but for anyone seeking personal growth and fulfillment. Whether you’re a seasoned executive or aspiring to make a meaningful impact, this episode is packed with valuable takeaways to inspire and empower you on your own career and life journey.

Topics Discussed In Today’s Episode:

The biggest challenge facing leaders today in regards to prioritizing both their work life and home life.
How leaders can address the need to be constantly available to their teams, and “always on the clock”, which can negatively impact their home life and relationships outside of work.
The life experiences that prompted Cory to write two business books focused on leaders – Win at Home First, and Rise and Go.
Why creating time and space to spend in solitude is important for improving self awareness and emotional balance.
The importance of shifting from a scarcity mindset to an abundant mindset, and simple steps that leaders can take to create a more positive mindset and enhance their overall well-being.
Where Cory believes leaders have the opportunity to create the greatest impact in the world today.

LISTEN TO IMPACT MAKERS PODCAST – EPISODE 81

Listen on Apple podcasts, Google podcasts or Spotify

Supporting Links and Resources:

Cory Carlson – Website, LinkedIn, Instagram

Win at Home First podcast

Win at Home First: An Inspirational Guide to Work-Life Balance by Cory M. Carlson

Rise and Go: How to Get Back Up with Courage and Move Forward with Confidence by Cory M. Carlson

Written by Jennifer McClure

Improving Employee Retention: 10 Essential Questions Leaders Should Ask Their Employees

In general, employees leave their jobs because they want more career growth, flexibility, and/or appreciation and recognition.

You’ve probably also heard that people leave managers, not companies.

In fact, there are many reasons why an employee many choose to make a change depending upon their individual circumstances, but there are some common factors.

As a leader, how can you prevent your best employees from leaving?

Take the time to have conversations with your direct reports and team members to understand what’s working, what’s not working, and how you can help to set them up for success.

Whether you’re doing performance evaluations, having end of year discussions, or talking about goal setting and goal planning for next year, I believe there are 10 crucial questions that leaders should be asking their employees to improve employee retention.

From identifying skills to develop, and areas needing support, to understanding preferred management styles, and exploring career growth opportunities, these questions provide valuable insights for creating a positive work environment that nurtures and retains top talent. By actively listening and acting upon the responses, leaders can establish stronger connections with their employees and foster a workplace culture that values individual growth and satisfaction.

10 Questions to Ask Employees to Improve Retention

Discover Skills to Focus on or Develop / Areas to Eliminate or Support

What are 3 aspects of your job that you feel you’re best at, or enjoy the most?
What are 2 areas in your job where you could use more support or resources, or would prefer not to do?
Outside of work, what do you really enjoy doing? Do you have a hobby, or a passion project that you work on that gives you joy?

Learning and Development / Career Growth

Is there something that you would like to have an opportunity to learn or explore, that either isn’t a part of your current job, or is something you’d like to try?
Are there skills that you would like to learn, or career opportunities that you would like to explore that you don’t fee are available to you in your current role, or at this company?

Flexibility / Work Hours

Does the current schedule or work situation allow you to do your best work, while also enjoying your life away from work?

Understand How Someone Likes to Be Managed

How do you like to be recognized and appreciated? What is meaningful to you?
How often would you prefer to meet to discuss and share progress against your goals?

Support Their Progress and Ensure Success

What is one thing that I can do to set you up for success in 2023, that I’m not doing currently?

The Magic Question

If I gave you a magic wand, and you could change one thing about your current job, or about the company – what would you change?

Employee retention remains a top priority for effective leaders, and understanding the reasons behind an employee’s decision to leave can help leaders to prevent valuable team members from looking for other opportunities to meet their goals and expectations.

Want to hear more on this topic, and understand the reasoning behind asking each of these questions?

Listen to the Impact Makers podcast episode 071 – 10 Questions You Should Be Asking to Prevent Your Best Employees from Leaving:

Written by Jennifer McClure

Dancing with Monsters and Embracing Fearless Leadership with Dr. Todd Dewett

On this episode of the Impact Makers podcast, I welcome back my friend, Dr. Todd Dewett, a globally recognized leadership educator, author, and speaker, to chat about his latest book, “Dancing with Monsters: A Tale About Leadership, Success, and Overcoming Fears.”

If you’re familiar with and love some of the best-selling business books that are written as fables, like The Five Dysfunctions of a Team by Patrick Lencioni, The One Minute Manager by Kenneth H. Blanchard and Dr. Spencer Johnson, or Who Moved My Cheese? by Dr. Spencer Johnson, then you’re going to love Dr. Dewett’s book as well.

Dancing with Monsters is written as a business fable, told through the perspectives of vampires and monsters, with names like Sheets, Mum, Wolfy, and Z.

Through these intriguing characters, Dr. Dewett explores what facing fears, leadership, and success have in common, and how embracing and confronting our fears is necessary in order to harness our teams’ true power.

The book is a fun read, and I believe it’ll inspire you to face and overcome some of your own fears, so you can better optimize your key relationships by leveraging humility, authenticity, and kindness.

Todd is always one of my favorite people to learn from, and in our conversation today, he does not disappoint.

While we do talk about the book, which I highly encourage you to read, I think you’ll really enjoy hearing more of his frank and fresh approach to leadership, authenticity, and self-awareness.

In today’s podcast episode, we’ll chat about why he believes that embracing authenticity must be a part of every leader’s journey, and why it’s important to view people as partners, not resources in the work we’re trying to accomplish together. We’ll discuss how toxic positivity can derail teams, and the difference that building trust and communicating with candor can create. We’ll also discuss how leadership has changed and is evolving in a post-pandemic world, and Dr. Dewett’s 5 Rules of Leadership, as well as a motto that he believes every leader should adopt.

Dr. Dewett is a lot of fun to talk to and listen to, so sit back, and get ready to discover how to embrace authenticity, build trust, and turn obstacles into opportunities on your leadership journey.

And don’t forget to grab a copy of his new book, “Dancing with Monsters,” to discover how you can overcome fears, lead with authenticity, and unleash your true potential.

Topics Discussed In This Episode:

Dr. Dewett’s journey in writing his fifth book, “Dancing with Monsters,” after previous attempts at writing a novel.
His inspiration for creating a fable that addresses common struggles such as anxieties, fears, and confidence issues faced by millennials and Gen Z.
The importance of authenticity in leadership, and how it aligns with the expectations of today’s generations.
Dr. Dewett’s 5 Rules of Leadership.
The dangers of treating employees like children and the importance of creating a balance between authority and open dialogue.
The role of candor in leadership, and the necessity of balancing candor with kindness to foster a productive and supportive work environment.
The importance of framing challenges in a positive and productive manner to help teams see the silver lining and find opportunities for growth.
The motto Dr. Dewett believes that every leader should embrace: SSGW – Take the step, Get the scare, Grow, and Win.

LISTEN TO IMPACT MAKERS PODCAST – EPISODE 79

Listen on Apple podcasts, Google podcasts or Spotify

Supporting Links and Resources:

Dr. Todd Dewett – Website, Linkedin, Books, LinkedIn Learning Courses

Dancing with Monsters: A Tale About Leadership, Success, and Overcoming Fears by Todd Dewett

Written by Jennifer McClure

Discovering Your Why: How Clarifying Your Vision Can Transform Your Organization and Create a Bigger Impact

Do you ever wonder what it takes to be a great leader? To create an impact both at work and in life?

Sonya Shelton, Founder of Executive Leadership Consulting, joins me to explore this and discuss the power of discovering your WHY.

Sonya is passionate about partnering with leaders and high achievers to create a clear vision, enabling them to build work environments where employees are fulfilled and really committed to the organization’s success.

Her WHY? To contribute to the success of leaders to create a bigger impact.

Sonya’s advice is backed by her own experience as an executive, international speaker and consultant, as well as her bestselling book “You’re an Executive, But Are You a Leader?” She shares her wealth of knowledge, as well as actionable steps to help leaders craft a compelling vision and develop their leadership skills.

Tune in to this episode to be inspired and learn how to successfully lead your teams and organization into the future.

Topics Discussed In This Episode:

What makes the difference between an executive and a leader
Defining success at your company: The importance of clarifying your vision
How organizations can create a strong vision in an ever-changing world, where the future is unknown
Practical steps you can take to discover your true WHY
How discovering your WHY contributes to effective leadership
How strategy and culture work together to create success for a company
What are the reasons for the increase in employees experiencing stress and burnout at work
Red Thread Leadership: The “5 P” formula to grow as fast as your ambition
What leaders can do to create the biggest impact right now

IMPACT MAKERS PODCAST – EPISODE 77

People & Resources Mentioned In This Episode:

Key Quotes From This Episode:

“Organizations make the mistake of thinking that culture is just the values or the benefits the employees get or how they treat each other. And those are all very important things. But if your processes and your structure, and how you make decisions, and who gets hired, and who gets promoted and why, aren’t all tied into that – then there’s a disconnect in the culture.” ~ @Sonya Shelton

“Things are changing so fast, there’s so much uncertainty right now with what’s happening…I think that’s leading into a lot of stress at work. And so that’s why we talk about purpose as being so important. When you know why you’re doing what you’re doing, and you have clarity about the strategy and where you’re going and that vision, then it’s easier to navigate those rough waters.” ~ @Sonya Shelton

Working hard for something we don’t care about is called stress; working hard for something we love is called passion. ~ @ Simon Sinek

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