Oliver Wyman
January Market Pick
Leading In The Age Of Acceleration
Predictions for 2024
For businesses, the beginning of the year brings with it a whole host of new hopes, challenges, and goals. It’s a natural time to make predictions for what lies ahead, whether about your company’s prospects for this year or broad changes in the economic landscape over the next decade.
Prescience is the first step toward success: It’s vital to get ahead of the competition today by gaining an understanding of the issues that will affect your business tomorrow. And no matter your industry, high on that list is the need to manage your workforce effectively as it evolves in 2024 and beyond. For details on what it will take to get the best out of your employees, watch the new video, “Leading Strategies“, from Helen Leis, Oliver Wyman’s Head of People and Organizational Performance, Americas.
As you think about the last 20 years, and even today, the nature of leadership has changed a lot because the people you’re leading are far more diverse than they used to be.
Helen Leis, Head of People and Organizational Performance, Americas
LEADING STRATEGIES TO INCREASE EMPLOYEE PERFORMANCE
How leaders can adeptly navigate recent workforce shifts
Business leadership today is far more complex today than in previous generations. The expectations of leaders have fundamentally changed as demographics, technology, and a host of other factors have evolved. As the stakes rise, so does the challenge.
To succeed in this new landscape, leaders need to relentlessly focus on the issues that will enable them to connect with and influence their workforce. Helen Leis, the head of Oliver Wyman’s People and Organizational Performance Practice in the Americas, has identified four vital areas: creating a sense of belonging, rethinking performance measurement, aligning the company’s mission with that of the employees, and embracing the diversity within the team.
All of these strategies rely on gaining a deep understanding of individual workers’ needs and concerns. That doesn’t mean coddling people; rather, it’s about committing to seeing them for who they truly are, recognizing their potential, and working together to develop it. Doing it right requires tremendous effort but will yield major benefits both for them and for the organization.
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