4 leadership trends to watch in 2022

4 leadership trends to watch in 2022

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1. SUSTAINABLE STRATEGIES

The Great Resignation and state of discontent have accelerated the need for retention strategies.  But being sustainable won’t cut it. Companies asking, “How can we retain our top talent and not burn people out?” are focused only on the survival of a depleted workforce.  Think of organizational 

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1. SUSTAINABLE STRATEGIES

practices in one of four stages on a continuum: exploitative, depletive, sustainable, and regenerative. Taking a regenerative approach, like firms such as Patagonia, requires answering questions like: “How do we actually make people better off by working with us? How can they get smarter, healthier, and wealthier, during their time 

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1. SUSTAINABLE STRATEGIES

here?” These kinds of questions are going to become more prevalent in 2022 as organizations realize they need to create environments that enrich their people’s lives if they want to keep talent—particularly since top talent is now extremely mobile.

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2. MEASURABLE DEI INITIATIVES

To measure change in complex systems requires you to think about change in three domains. First, you must figure out the level of priority people give to an idea.  This can be measured with software that identifies the use of specific terms in your internal communications, or by polling people on the importance of an issue.

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2. MEASURABLE DEI INITIATIVES

Next, you must build habits, which is the step most organizations overlook. The majority of change initiatives fail because of an inability to change day-to-day habits.  Here, you can use a novel approach that tracks the uptake of new habits across large populations. Finally, you need to change systems, which can be measured qualitatively.

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2. MEASURABLE DEI INITIATIVES

With this in mind, organizations can measure the impact of their internal interventions, tweaking and improving them as they go, to ensure real change happens. If we can’t report on real change, DE&I efforts may be in peril.

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3. REAL DATA AROUND HYBRID PRACTICES

Many leaders I speak with ask when we’ll all return to the office. In my view, that’s a thing of the past because already there are plenty of upsides to hybrid work.  Companies can recruit more diversely, revamp antiquated onboarding practices, and provide autonomy to workers with flexible scheduling. 

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3. REAL DATA AROUND HYBRID PRACTICES

As you begin to compile your own hybrid data, don’t forget to focus on results, the true indicator of performance, instead of effort, which often can feel worse at the beginning.  Like starting a new exercise program, the beginning of something new that takes hard work can feel bad, while also being incredibly good for you.

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4. DETENTE IN THE ONGOING WAR FOR TALENT

The talent conundrum will continue to be one of the biggest narratives in business in the coming year as companies struggle to fill job openings, and employees continue to resign in droves.  But if the past has taught us anything, it’s that there’s always a breaking point. Workers may realize where they can find their rewards, and organizations, in 

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4. DETENTE IN THE ONGOING WAR FOR TALENT

 turn, may realize that people are all they have, and what they need to thrive, leading to a potential detente in the ongoing war for talent.

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