The workforce landscape is changing. A new generation is taking center stage, bringing with them a demand for well-being, belonging, and trust in the workplace. No longer mere suggestions, these elements will become essential requirements for organizations aiming to attract and retain talent in the coming decade.
To navigate this evolving landscape successfully, leaders must equip themselves with the necessary skills and time to cultivate engaging work cultures where the voices of their staff are not only heard but actively incorporated into decision-making processes. This requires an effort to invest in coaching, practices, strategies, and initiatives aimed at designing cultures grounded in shared leadership and psychological safety.
Picture a world where the dreaded “Sunday scaries” are less intimidating, where both employees and leaders alike experience reduced levels of burnout and stress. In this future, organizations thrive on innovation and collective well-being, resulting in heightened engagement.
I know what it is like to feel like the best part of you is being sucked out of you by a toxic work culture. And I know what it’s like to feel like you can’t grow and pursue your career goals because the leaders around you are not investing time into hearing and supporting you.
As
I got into supervisory and leadership roles I realized something: a lot of times supervisors and leaders are not adequately prepared and supported as employees themselves. This realization drove me to become a culture and leadership coach to help transform work cultures to bring out the best in all employees and the businesses they invest their time in.
Like many women in leadership, I knew where I wanted to be and fought my way to get there. But like many of us, I started to struggle with chronic burn out and then I got sick. I found myself combating chronic health diseases and chronic burnout, questioning my purpose in life, and my well-being was being impacted by my workplace.
This is sadly an almost universal experience, but it doesn’t have to be.
When I envision the workplaces of 2034, I see a paradigm shift towards environments that prioritize the holistic well-being of their employees. Leaders will not only recognize the importance of fostering a sense of belonging and trust but will actively champion initiatives to support their workforce in achieving optimal performance and fulfillment.
Here are a few components for our leaders to start or continue collaboratively building within organizations:
- Co-creation and inclusive decision-making practices: Engages all levels of team members in decision-making and strategy development, fostering ownership and collaboration.
- Culture strategies prioritizing collective well-being: ensuring that employees feel valued, supported, and psychologically safe, leading to a healthier work environment.
- Employee engagement practices: innovative and inclusive employee engagement practices that transform the usual inclusion practices can develop cultures where staff committees lead key organizational initiatives.
- Psychologically safe team development practices: encourage open communication, risk-taking, and creativity among team members, leading to greater business innovation.
- Continuous leadership coaching: equips leaders with the skills and support needed to navigate complex challenges and grow new strengths to support their teams effectively.
- Cultures of learning and innovation: is a necessary part of any organizational learning and development or staff development plan, and encourages experimentation and adaptability, driving organizational growth.
- Formalized equity and diversity frameworks: with organizational lenses, principals, frameworks, and toolkits businesses have a structured method for internal and external equity practices and initiatives.
By investing in the development of inclusive and safe work cultures today, we lay the foundation for a workforce that thrives tomorrow. As we embark on this journey towards a brighter future for work, let’s remember that the transformation won’t happen overnight, but step-by-step is achievable.
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Ready to take the next step? Help drive organizational innovation with a customized leadership and culture strategy for your organization using our research-backed models. Available leadership coaching, culture audits, culture strategy development, and equity and belong framework design to contribute to the overall thriving of individuals and communities. Mykella invites readers to join her in making 2024 the year of personal and professional well-being.
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