Author Archives: Larry Janis

4 leadership trends to watch in 2022

BY DAVID ROCK

This summer I embarked on my first proper vacation in years. Despite full vaccinations and being diligently masked, within 24 hours of flying I somehow got COVID-19 and was out of action for weeks. My much-needed vacation became something else entirely.

Every week CEOs ask me about the relentlessness of this uncertainty, of how to make hybrid work environments more productive and take better care of their employees. I wish I had a better answer than the one I have been saying since March 2020: Stop hoping this will be over soon, and instead activate what’s known as the Stockdale Paradox. In short, accept that things are really difficult, and will likely stay this way for a long time, but that eventually, things will get better. And in the meantime, focus on making things better that are in your control.

This overarching mindset was just as relevant at the start of the pandemic, when we all went into psychological shock, as it was during the long, painful stage of lockdown, and just as relevant now as we start to move into a rehabilitation phase. Thinking like this is important for staying focused, present, and productive. We need to let go of trying to create a false sense of certainty.

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Seven Ways to Put Procrastination Behind You

by Manfred F. R. Kets de Vries

 

Don’t chalk it up to a lack of motivation.

Victor’s subordinates were pushing him to make up his mind about a proposed major acquisition. He knew the clock was ticking, but he was worried about the downside. What if the promised synergies didn’t materialise? What if they bought a cat in the sack? The pressure was wearing him down. He felt low and exhausted.

Victor was reluctant to admit it to himself, but he always had the tendency to put off difficult tasks and decisions. Overthinking and procrastination were his modus operandi. He excelled at finding distractions and reasons to keep looking for more information.

Although procrastination can offer relief from unpleasant tasks, the relief is only ever temporary. Putting off dealing with something only makes matters worse, as the Victors of this world usually find out the hard way. And there are many of them: In the United States, an estimated 20 percent of men and women are chronic procrastinators.

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Season’ Greetings

 

 

 

 

 

 

 

 

 

 

Wishing our friends, colleagues and partners the happiest of holidays and a joyous New Year.

 

 

“Learn from yesterday, live for today, hope for tomorrow.”—Albert Einstein

How To Be Productive—And Preserve Your Sanity—If You’re Part Of The Hybrid Workforce

by William Arruda

Remote work was already on the rise prior to the arrival of COVID-19.

In fact, a study from Pew Research Center found that 20% of Americans who could perform their jobs somewhere other than the office were choosing to do so before 2020. When the global health crisis struck, however, that percentage skyrocketed to 71%, as most employees had no choice but to stay home.

With our new understanding of the virus and many organizations attempting to transition to a new way of working—one where both in-person and remote work are encouraged—we have more freedom than ever to choose the workplace model we want to be a part of. But, as always, with freedom comes responsibility.

There’s no going back

The majority of employees who worked remotely during the pandemic (89%) say they want to continue with remote work at least some of the time. And the number of Americans who have left the workforce altogether in recent months suggests these workers won’t take no for an answer. Many employers understand this and have adopted a hybrid model (which could comprise virtually any combination of remote and on-site work schedules) as a permanent policy moving forward. Up to 75% of firms have indicated they won’t be going back to a fully on-site approach. That includes massive companies such as Salesforce, Target, Citigroup, Ford, and many others across a wide range of sectors. (more…)

Is the “great resignation” coming for you?

by Wanda T. Wallace

Here are the red flags to watch out for—and five proven strategies to keep talent on board.

The “great resignation” is real. According to the US Bureau of Labor Statistics, in September alone, a record 4.4 million US employees (3% of the workforce) quit their jobs. In August, 65% of US employees were looking for a new job, double the proportion from May. With resignations up in Europe and Asia, the phenomenon is global. If you are struggling to retain your employees, you are not alone.

It’s easy to blame the pandemic for this development. But I believe the issues are more complicated and began long before COVID-19.

Let’s take the case of a composite employee, Linda. She is talented, top-ranked, supported by senior leaders in her line of business, and destined to be a senior executive. As happens, her boss and key sponsor moved to a new role and she acquired a new boss, Peter. Although Peter cares about the team and Linda, and he certainly doesn’t want to damage his reputation with the sponsor, his style is less supportive. Linda is more than pulling her weight with the team’s increased workload and has spoken to Peter several times about the unrelenting expectations. But nothing changes.

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