Article

Reset leadership expectations to engage today’s workforce

Insights from the 2016 Global Talent Management and Rewards and Global Workforce Studies

June 21, 2017

As digital disruption, demographic changes and the accelerated pace of innovation transform how work gets done, organizations are reexamining what is effective leadership. Today’s leaders must motivate and engage a diverse, multigenerational workforce — ranging from employees on their payroll to contingent workers employed on a contract basis or freelancers on a project basis — in a global, virtual workplace.

Leadership occurs at all levels of an organization, from entry-level individual contributors to top executives. It’s particularly important for organizations to understand how to drive the effectiveness of those with formal roles on the leadership spectrum, from the manager-leader to the executive-leader. And while effective leadership can look different from one organization to the next, and from one industry to the next, some leadership performance factors are universal, regardless of level.

Infographic - Reset leadership expectations to engage today’s workforce

For many organizations, the time has come to reexamine current leaders and leadership development strategies, and to reskill leaders across the spectrum, regardless of level.

How do organizations promote the development of these leadership traits? Begin by setting the right leadership expectations. The following steps will help you get started:

  1. Adopt a leadership model that enables you to identify key performance factors and required impact areas across the leadership spectrum from executives to managers.
  2. Prioritize the development of your managers who may require training and new skillsets to engage teams comprised of both employees and nonemployee talent.
  3. Consider using a formal assessment tool that helps managers understand their strengths and opportunities for improvement when it comes to engaging teams. This type of assessment can be very effective as a follow-up to an employee engagement survey.
  4. Address critical gaps through leadership development programs that combine both formal learning and on-the-job learning experiences as well as mentoring and expert coaching as required.