Shifts in the Organization and why we need focus

There was a great article about the Organizational shifts that are occuring post the pandemic. Its interesting to see what has been happening and what focus is required from the Management's perspective. The article was published in June but is still very much relevant going into 2024! Mckinsey surveyed more than 2500 global business leaders and arrived at key shifts to focus on. Let us review the aspects each organization needs to focus on:

1. Coach the team about the need to be resilient and strong after any crisis. The pandemic was once-in-a-generation event and though we do not wish to see another similar occurrence, it should be leveraged as a use-case of how an organization should rebound from a crisis of similar magnitude, in the future. Whether it is the machinery that was put in place to bring back systems to normal or the tools deployed to ensure that work goes without disruption - all the learnings are invaluable nuggets that all organizations should include in their future SOPs, not just BCP/DR practices.
2. Deploy tools that help the teams(Managers firstly), how to work effectively in the hybrid model by developing trust with each other. Though this has been the "new normal" for a while now, fine-tuning the work relationships are still required to bridge the "trust deficit". The fact that more than 80% of the employees who worked in the hybrid model in the last 2 years, want to continue with the same, is proof enough to justify the urgency.
3. Leverage AI effectively. Generative-AI is all over the web. If you have not dabbled in it, you must be on another planet or neck-deep fighting fires. Yes, genAI will do most of your work, if not all. But, it needs a person to ask the right questions and give the necessary directions. As of now. Creativity and curiosity is the glue from the employees, that will help organizations thrive with this technology. Organizations are using double the AI capabilities in 2022 as compared to 2018. And looking at the potential of genAI, the numbers will multiply rapidly in the next 2-3 years.
4. Realize the team dynamics. Mid-level Managers, with the organization, play an important rule of encouraging their team to thrive and keep them motivated throughout their tenure. Organizations have to think about innovative ways of keeping the work-culture engaged - this is how one can retain talent walking out through the door. Similar strategies are needed to attract fresh talent to augment the current workforce. A new survey across 7 countries found that in the next 3-6 months, 39% of the respondents planned to leave!
5. Continuously train the team. Whether its new technologies or good practices or new processes, everybody needs to be kept abreast of the latest advancements. If not, your organization will lag behind the competition. A learning culture is a must to succeed in any environment, let alone such a volatile one. There's a great quote by Richard Branson on this aspect and its so apt for any organization, big or small. Organizations need to upskill their teams to get prepared for the new technologies. The difference between the best performers and the average ones need to be bridged too - just having one bright star in your team is no longer good enough!
6. Invest in your Leaders. Charismatic leaders steer the organizations to the new direction but they need to have strong inspired Commanders to support them. Hence, enable the teams at all levels to step up, if there is a challenge! Teamwork is important and one person at the top may not be good enough. Its time to trigger the intrinsic motivation in your team! Charge ahead with full force at all levels, to beat all challenges. Here's where lessons from late Steve Jobs are useful.
7. Teach your teams about the importance of Efficiency. The word "efficiency" applies to a variety of scenarios - it can be about writing the best piece of code in a short span of time or about providing support within the expected SLAs defined. Train them how to find the blockers very early in their roles and ask them to figure out ways to overcome them. Then, look at the transformation that comes about!
8. Eliminate fatigue within your team. Think about both physical & mental fatigues in your teams. Utilize lean times to allow them to recharge and re-energize themselves; go to the extent of forcing them to take a minimum time off, from work, to boost productivity. Employees with mental health challenges are four times more likely to resign than others.

The common takeaway in all these areas is the proper #coaching required for the teams at all levels, to perform to their best potential.

#corporatecoaching can do wonders, if utilized effectively by organizations. Please share your comments on your experience.