We in Learning and Development (L&D) are responsible for preparing our organizations and employees to succeed in the current and future workplace and marketplace. We are also not immune to some of the current efforts to turn inward, reinforcing past realities and attempting to put things back the way they were in the past. But this focus on the past will leave our workers behind their colleagues in more advanced and progressive countries whose quality of life and standards of learning are bypassing those who look backward.
Ask yourself: Are the students in your state/country in the top 5 in rankings for reading, science, math, etc.? Where does your country/state rank in quality of life, healthcare, and equity? What can L&D leaders do to prepare our future leaders to raise these rankings, given that healthy, educated, and engaged employees are more productive, innovative, and loyal?
Current Realities for Leadership
1. Expanding perspectives: The pandemic caused most of us to turn inward. We went out less, traveled less, attended fewer conferences, and experienced fewer encounters with those who were not in our inner circles. The world now is coming out of its shell and organizations need to learn more about what others have done and are doing as best practices. This will require learning and development programs that support more cross-border business interactions, international assignments, joint ventures, and cooperation. Corporations and societies are going to continue to evolve and learn from each other. Those looking backward will be left behind.
2. Fear and alienation: We have always feared change, and the shocking reality is that the rate of change today is slower than it will ever be during our lifetimes. In 1970, Alvin Toffler coined the term, “Future Shock,” which posits that the accelerated rate of technological and social change will leave people disconnected and suffering from “shattering stress and disorientation.” Leaders will need to know how to manage and exploit this situation.
3. Leveraging diversity, equity, and inclusion (DEI): DEI is an essential part of our lives and businesses. Those trying to perpetuate biases, stereotypes, and ignorance will be doomed to repeat past practices of discrimination and inequities and their consequences. The reaction to the televised recording of George Floyd’s murder by a police officer in the midst of the pandemic resulted in a rush by organizations to make quick fixes, which, in many cases, resulted in inadequate solutions and unrealistic expectations. The recent reduction in the support for diversity, equity, and inclusion programs was not due to the underlying issues and benefits of an inclusive workforce but rather was a result of the lack of resources allocated, inadequate planning, and simplistic solutions to a complex situation.
Leaders will need to overcome many obvious issues such as artificial intelligence (AI) and cybersecurity. Those responsible for leadership development programs must prepare leaders to have the mindset, knowledge, agility, and competencies to deal with the ever-changing and evolving workplace and marketplace.
E-mail questions or best practices regarding leadership development for future leaders to me at: Neal@NealGoodmanGroup.com