Be-X’s Post

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝟮𝟶𝟮𝟰: 𝗧𝗵𝗲 𝗬𝗲𝗮𝗿 𝗼𝗳 𝗧𝗿𝘂𝘀𝘁 The latest leadership trends for 2024 (Development Dimensions International®) show that trust is essential in tackling key workplace issues: With only 34% of employees feeling that their leaders are prioritising building trust, we have a serious challenge to address. 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 (𝗚𝗲𝗻𝗔𝗜): Leaders must balance the promise of AI with employee concerns about privacy and job security. 𝗛𝘆𝗯𝗿𝗶𝗱 𝗪𝗼𝗿𝗸: How we work—remotely or in-person—requires leaders to stay connected with their teams and be transparent about changes. 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆, 𝗘𝗾𝘂𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 (𝗗𝗘𝗜): This can’t be a box-ticking exercise. Inclusion needs to be part of everyday leadership. 𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹 𝗨𝗻𝗿𝗲𝘀𝘁: With increasing global and political tensions, leaders need to foster respectful dialogue and create psychologically safe workplaces. Let’s make 2024 the year we strengthen trust within our teams and organisations! @selectiv-I we understand the importance of building relationships in the workplace. Let’s talk about trust through an HR lens. #Leadership2024 #TrustInLeadership #LeadershipTrends #GenerativeAI #DEI #HybridWork #LeadershipDevelopment

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝟮𝟶𝟮𝟰: 𝗧𝗵𝗲 𝗬𝗲𝗮𝗿 𝗼𝗳 𝗧𝗿𝘂𝘀𝘁 The latest leadership trends for 2024 (Development Dimensions International®) show that trust is essential in tackling key workplace issues: With only 34% of employees feeling that their leaders are prioritising building trust, we have a serious challenge to address. 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 (𝗚𝗲𝗻𝗔𝗜): Leaders must balance the promise of AI with employee concerns about privacy and job security. 𝗛𝘆𝗯𝗿𝗶𝗱 𝗪𝗼𝗿𝗸: How we work—remotely or in-person—requires leaders to stay connected with their teams and be transparent about changes. 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆, 𝗘𝗾𝘂𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 (𝗗𝗘𝗜): This can’t be a box-ticking exercise. Inclusion needs to be part of everyday leadership. 𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹 𝗨𝗻𝗿𝗲𝘀𝘁: With increasing global and political tensions, leaders need to foster respectful dialogue and create psychologically safe workplaces. Let’s make 2024 the year we strengthen trust within our teams and organisations! @selectiv-I we understand the importance of building relationships in the workplace. Let’s talk about trust through an HR lens. #Leadership2024 #TrustInLeadership #LeadershipTrends #GenerativeAI #DEI #HybridWork #LeadershipDevelopment

Gen Z and the “Unbossing” Trend: Redefining Leadership for the Modern Workplace As more Gen Z professionals enter the workforce, they’re bringing with them a desire for change—especially when it comes to traditional management structures. Many in this new generation are seeking a workplace where leaders empower rather than control, encouraging autonomy and collaboration over hierarchy. This shift is known as the “unbossing” trend, and it’s transforming how organizations approach leadership. 📈 What is Unbossing? Unbossing is a leadership approach that values trust, empowerment, and shared responsibility. Rather than top-down decision-making, unbossed organizations give employees the freedom to drive innovation, contribute ideas, and take ownership of their work. This appeals to Gen Z, who often prioritize autonomy, purpose, and flexibility in their careers. Why Unbossing Matters for Gen Z Research shows that Gen Z thrives in environments where they feel trusted and valued, and they’re more likely to stay with companies that align with these values. Traditional management styles often fall short, leading many Gen Z workers to seek out “unbossed” environments where leaders act as coaches rather than command-and-control figures. How Executive Coaches Can Help Executive coaches can be valuable allies for CEOs and other leaders adapting to unbossing. They provide guidance on how to shift from a directive leadership style to one that fosters autonomy, helping leaders learn how to empower teams while driving company vision. Including: ➡️  Prioritizing Open Communication ➡️  Empowering Decision-Making ➡️  Focusing on Purpose and Growth ➡️ Modelling Collaboration Over Hierarchy The Bottom Line As Gen Z reshapes the workforce, “unbossing” is emerging as a key trend in modern leadership. Leaders who embrace this shift can attract and retain top Gen Z talent by fostering a workplace that values autonomy, purpose, and a shared vision for success. 🚀🧨 🚀🧨 🚀🧨 🚀🧨 🚀🧨 #GenZ #Leadership #Unbossing #FutureOfWork #WorkplaceCulture #Empowerment #ModernLeadership

Perhaps the topic around the advent of the use of AI resonates with you as it did with me and if so, you're not alone. Over 65% of senior U.S. leaders are feeling the strain, with sky-high expectations reshaping the nature of leadership. Gaelle de la Fosse, President of LHH, shares her insights on this pivotal moment, highlighting the critical role of strong leadership models and the urgent need to reinvent them for the new era of work. This isn't just about keeping up with technology; it's about fostering a thriving, sustainable workforce that goes beyond traditional hierarchies. Read the full article on @WorkLife for actionable strategies. ➡️ https://lnkd.in/dBsuVVgM

Organisations have had to shift from rewarding traditional forms of productivity to recognising impact and outcomes. How, as leaders, can we spur employees and organisations alike to grow and thrive? https://bit.ly/3XfJdNS #leadership #productivity #growth 

Changing a dysfunctional organization is difficult because: 1. Cultural Resistance: Ingrained habits make employees resist change. 2. Lack of Leadership Buy-In: Inconsistent or disengaged leaders undermine efforts. 3. Misaligned Incentives: Rewarding toxic behaviors prevents accountability. 4. Poor Communication: Miscommunication creates confusion and mistrust. 5. Internal Politics: Power struggles block change to protect personal interests. 6. Employee Burnout: Cynicism and “change fatigue” discourage engagement. 7. Insufficient Resources: Lack of investment and strategy leads to stalled efforts. 8. Systemic Dysfunction: Problems across multiple levels make piecemeal fixes ineffective. In short, lasting change requires aligned leadership, clear strategy, and deep cultural shifts—without these, transformation efforts are likely to fail.

We are rapidly heading for (if we aren't already in it) a global leadership crisis. Employee disengagement rates are still horrific (70% of workers). Investment in leadership development is massive (in the multiple billions) and the stats aren't improving. AI is taking over a lot of the mundane work from people (this should be a good thing). People associate themselves with their work, and that is being taken away from them. There will be an existential crisis for many people as they no longer know what it means to be human in the workplace. Many humans will be displaced. Many will need to be retrained. For too long, we've treated people as a resource, a means to an end, an expendable commodity. Now more than ever we need leadership. The problem is that what we call leadership is just modern management practices. Also, how we've trained"leaders" clearly isn't working otherwise the stats would be different. So that leads me to this... It's time to lead different. It's time for a clear definition of what leadership is. Two weeks ago I spoke to 70 business owners and leaders about engaging humans in the world of technology. I offered up a definition of leadership. "Leadership is about helping other people become the best version of themselves, so they can do their life's best work, while in your care and beyond." - Dave Clare This doesn't require a position or title to demonstrate leadership. It also says, I care about you as a human first, employee/team member second. With where everything is headed, we need to bring humanity back to the workplace. That means we need a human definition of leadership. Leadership is simple. You lead people and you manage resources...and people aren't a resource! Rant over. #leadership #humanfirst #people #engagement

To founders and leaders who want to build differently: You don't have to choose between growth and humanity. Let's connect if you're ready to transform your people strategy. Sometimes, all it takes is seeing a better way.

When 80% of your output comes from 20% of your people, it’s not just an imbalance—it’s a missed opportunity. Relying too heavily on a small group creates burnout risks for them and leaves untapped potential in the rest of the team. Imagine what could be achieved if more people were engaged, empowered, and fully contributing. As leaders, our challenge is to create an environment where everyone feels inspired to bring their best to the table. Here’s how we can do that: 👉Recognize and Redistribute Opportunities: Often, the same people get the most important tasks because they’ve proven themselves before. But this creates a cycle where others don’t get the chance to step up. Deliberately share high-impact projects across your team, giving more people the chance to shine. 👉Invest in Development: People often don’t realize their potential because they haven’t been given the tools or encouragement to grow. Offer learning opportunities, mentorship, and stretch assignments. When people see that you’re invested in their growth, they’re more likely to invest in their work. 👉Cultivate a Culture of Inclusion: Ensure that every voice is heard and valued. When people feel included and that their contributions matter, they’re more likely to take initiative and push beyond their comfort zones. 👉Foster Psychological Safety: When people fear failure or judgment, they hold back. Create a safe space where experimentation is encouraged, and mistakes are seen as learning opportunities. The more people feel safe to take risks, the more they’ll contribute. Leaders have the power to turn the 80/20 rule on its head. By creating an environment where everyone can engage and thrive, we not only boost overall productivity but also build a stronger, more resilient team. Imagine the possibilities when 100% of your people are fully engaged and empowered. #Centered #Leadership #EmployeeEngagement #Potential #Inclusion #Teamwork #GrowthMindset

Leadership Challenges with Zen-G Employees A new generation of employees—Zen-G, a mix of Gen Z and young Millennials—is reshaping workplaces. Tech-savvy, purpose-driven, and eager for flexibility, they bring unique strengths but also present leadership challenges. Here’s how leaders can adapt: 1. Purpose Over Paycheck: Zen-G employees value meaningful work. Leaders must align company missions with personal values, emphasizing impact and social responsibility. 2. Continuous Feedback Culture: Annual reviews are outdated—Zen-G thrives on real-time feedback. Leaders should implement regular check-ins and mentorship. 3. Work-Life Integration: Flexibility is key. Leaders should support hybrid work, mental health initiatives, and autonomy to maintain engagement. 4. Digital-First Expectations: Tech-savvy Zen-G expects seamless digital experiences. Leaders must adopt cutting-edge tools to enhance productivity and collaboration. 5. Diversity & Inclusion: Zen-G demands inclusive workplaces where diverse perspectives are valued. Leaders must actively nurture a culture of equity. 6. Entrepreneurial Mindset: Ambitious and career-driven, Zen-G seeks rapid growth. Leaders should provide upskilling, career development, and leadership pathways. To retain Zen-G talent, leaders must embrace flexibility, purpose, and continuous development. How is your organization adapting? Share your thoughts! #Leadership #GenZ #FutureOfWork #WorkplaceCulture #EmployeeEngagement #HR #TalentManagement