You think you are a leader.
But if no one follows, you just go for a walk.
Globalisation, shifting generations of employees, increased use and availability of technology and shorter corporate lifespans are on the workplace horizon. Tomorrow's (and already today's) Leaders will have to deal with challenges unseen by previous generations.
Millennials have different motivations and expectations on a workplace and a job is no longer just a mean to an end but it is a lifestyle choice that needs to fit in with all other aspects of life.
It is important as Leaders to stay up to date and also help (up and coming) Leaders to develop the essential skills they will need to assist others to negotiate their way to success in such changing times to attract, engage and retain the best talents!
Top 5 Leadership skills
in 2017 & beyond
Have the Capability to deal with a culturally diverse workplace.
Diversity has many advantages for a company and it is proven that diverse workforces lead to increased profitability due to new ideas being generated from various angles and the “groupthink” mentality is less existing. But it can also become a conflicted workplace when leadership does not encourage the smooth Integration of different genders, races, cultures as well as employment engagements like remote or flexible workers.
Be able to motivate workers they may never meet.
The growing trend for remote & flexible Work Arrangements is continuing at a rapid pace due to changed motivations, priorities and the possibilities to actually do so. However, this also means a massive challenge for leaders when it comes to motivating their staff, building teams of workers, and maintaining quality control over work.
Be on the forefront with new technology.
With more technology in our (work)lives, leaders need to embrace the change and be able to integrate a high degree of robotics & new automation into their workforce, and create an effective means for people and technology to work together.
One aspect of this challenge will also include changing the way work is done and stored. Studies suggest that within the next 5 years, about 1/3 of corporate data will be stored or be transferred to employees through the Cloud.
Develop new ways to train massive numbers of workers.
It is predicted that we will face a shortage of 40 Millions skilled workers, so developing and training (future & current) staff will be key for every organisation. Utilizing e-learning and mobile learning techniques will become more important than ever in the up and coming industries linked to science and technology, mathematics and engineering.
Leaders will have to be innovative in determining how to ensure that employees keep up with the constant pace of change to remain relevant and on the forefront.
Lead from the front and behave like you want your employees to do.
A clear company vision or idea of winning behavior is important but doesn't cut it anymore.
Talents want to be shown, not told how to operate. Inspirational leaders need to recognise that their behaviour will reflect in their staff's behaviour. It is one thing to reinforce the importance of a high performing and innovative culture, but it is another thing to actually get out there yourself and do it, like being a brand ambassador for the organisation. This is the key to what inspired staff to be(come) part of a team/organisation/vision.
How to build your personal brand and be(come) a thought leader
Today, when the market is noisier than it ever has been and especially Millennials (who are close to Gen X's purchasing power and will make about 50% of the workforce by 2020), companies and corporations are depending on (personal) thought leadership to cut through the noise and connect with them in a way that resonates.
However, you can’t just go to school to become a thought leader, nor can you complete a one-off program and earn some kind of certificate or formal recognition as such.
Instead, you must implement a series of ongoing personal branding strategies, refine your skill sets and expand your professional connections & network consistently. On top of all that, you have to introduce new ideas on a near-constant basis, and make sure your name gets recognised by people both inside and outside your industry.
Having gone through the process myself of having to re-invent myself and establish a new career where it all comes down to having a strong brand and name in the market, I created an eBook that will show you the steps I took and some additional tips and tricks you need to know to be(come) a thought leader.
Get your copy today for 50% off (valid until 16th August) HERE
You need to be in it to win it:
Social Media for Executives
not a nice to have anymore, it's a necessity
Studies show that Social CEOs can enhance the reputation of their firms, attract the best talent and increase sales.
The question is often not Why, but How. To get you started, check out the some tips and tricks to consider to be(come) social:
Goal Setting. First, you need to understand and determine the overall goals of your company and your personal reasons to be on Social Media.
Are you trying to amplify corporate content to establish tought leadership or to promote services/products? Or do you want to use it to differentiate yourself as a thought leader in the space from your competition? Attract new Talent? Perhaps humanise the company?
Corporate & Personal Branding: Before you as an Executive get on Social Media, be clear about the Look & Feel of your personal brand and how it aligns with the corporate identity.
Be consistent with your Appearance, Tone and Voice to be easily recognisable. Consider using the same head shots and backgrounds across all the various profiles such as corporate websites, LinkedIn, and Twitter as well as fonts and colours/colour schemes.
Personal Brand: You also need to define your area of expertise and figure out what you are to want to project to the world, what is your message and what should be the outcome from it?
And when you post something, is it aligned with those key values and goals? If you want to be seen as innovative and forward thinking leader, don't post anything you did that was trendy in the 1990s or common behaviour back then, like ringing the bell when someone made a sale. It can be off putting, especially to those younger talents who have a completely different attitude towards those kind of actions.
Ownership: Clarify with anyone who is involved in your and your staff's Social Media activities, the responsibilities for each channel, the content creation & contribution and the communication with the community to avoid double ups or inconsistent messaging.
Also - what happens to accounts, handles, profiles when one of your staff is leaving that is related to them but also to the company? What is your crisis communication plan in case a comment or post backfired?
Training: Make sure to attend and receive training that everyone follows and knows the rules and guidelines around what’s expected to avoid unprofessional profiles, irregular posts and inconsistent Look & Feels.
Content: Be clear about the type of content you want to put out there, the messaging you want your target audience to take away and then define who is going to create the content. It could obviously be you yourself but it could also be (in conjunction with) your team?
And if the team - Who is look after which part of the social communication and how often?
Analysis and tracking: Technology and tools help to track activities and also assist with pre-planning and scheduling content.
Especially when working with a team on it, you need to know who is posting what and when and track how well the different forms of content are performing, at what time and which channel.
Make sure you review statistics and numbers regularly and consider the learnings for future activities to optimise your online presence.