How Companies Will Stand Out Post-Pandemic

by Ulrik Juul Christensen

(Hint: It’s Not AI.)

In a post-pandemic world, companies undoubtedly will turn increasingly to advanced technologies — artificial intelligence (AI), robotics, and automation — to accelerate growth and improve profit margins. Such an arms race, however, will not be sustainable as even the latest technology will eventually become commoditized. Instead, the true point of differentiation will be well-educated human capital deployed dynamically to tackle challenges so complex that AI and automation will come up short.

To be clear, technology will be the foundation of digital transformation. As two experts from the World Bank wrote in Harvard Business Review, “Increases in efficiency brought about by digital technology can help businesses expand. Digital platforms can create entirely new occupations and jobs.”  Yet that opportunity will not be realized unless people are well-educated, not only when it comes to job-specific technical competencies, but also in 21st century skills such as critical thinking, communication, collaboration, and creativity, as well as character traits of leadership, ethics, citizenship, and grit.

Based on conversations I’m having with business leaders across multiple industries, and even what I see in our own company, I believe the key to future success — through this decade and beyond — lies in learning engineering. Essentially, that means offering the right learning opportunities to build relevant skills and ensuring that people take advantage of learning and development (L&D). As a chief learning officer (CLO) told me recently, “The pandemic has exposed the fact that L&D is not a ‘nice to have’; it is a ‘need to have.’”

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5 leadership tactics that build trust

by Amy Stanton

“It’s really not about being seen as the person in charge. It’s about learning how to communicate in a way that other people trust.”

You never master the art of leadership.

This is something that seems to be missing from the public conversation around how to be an effective leader. In the workplace, in the world at large, and even at home with family and friends. Leadership isn’t a destination, it is a process: a never-ending practice that takes years to develop, and at any moment can feel like a massive fail.

We all, at some point or another, forget how to be great leaders.

If there’s one thing I’ve learned about leadership over the course of my career, it’s that the soft skills are what matter most. It’s really not about being seen as the person in charge, or dressing a certain way, or reminding the people around you that you’re the final decision-maker.

It’s about learning how to communicate in a way that other people trust.

Here are five small ways you can start doing that right now.

1. Change up your feedback style, so people know you mean what you say

If you say, “Good job” to every person you work with, for every single thing they do, those words are going to lose their meaning.

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How to work with every damn Myers-Briggs personality type

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We got experts to weigh-in on how classic personality traits translate to remote work.

The shift to remote work has given many of us a new perspective on how we do our jobs. Without the context of a shared workspace or the rhythm of a typical office day, our own personalities are having far more of a say in our performance.

It follows, then, that the best way to maximize our output in a WFH environment is to better know our personalities – and those of our dispersed colleagues.

An efficient (and intriguing) way to manage this personality wrangling is via the tried-and-tested Myers-Briggs Type Indicator (MBTI). Generally regarded as one of the most accurate personality tests out there, the MBTI is widely applied within the business world, with 89 of the Fortune 100 companies utilising it.

“The MBTI is deceptively simple, but it’s also an extremely useful way to see how team members are inherently different, and how you can work together more successfully,” says occupational psychologist John Hackston, Head of Thought Leadership at the Myers-Briggs Company. “It’s a means to boost productivity in people, increasing their engagement and making them generally happier in their work.”

In other words, the MBTI might just be the key to turning your remote team into a smooth autonomous unit.

The 16 personality types and their traits

Based on Carl Jung’s Theory of Psychological Types, the MBTI is a self-reported personality survey that has been around in various shapes and forms since the 1940s. Respondents answer a series of simple questions about their feelings and preferences, eventually aligning with one of 16 personality types.

Each of these types is identified by four letters, starting with an E or an I (for extrovert/introvert) followed by S or N (sensibility/intuition), T or F (thinking/feeling), and finally a J or a P (judgment/perception). Each type also has a descriptor, e.g., “the analyst,” to further characterize the personality type in action.

Once you know your team members’ types, the thinking goes, you can better assign them to projects which match their preferences, proficiency, and proclivities. You can also communicate more effectively if you have a better idea of how people process information.

To get started, take the official Myers-Briggs test here (or try a similar free questionnaire, recommended by psychologists here), then check out our expert guidance below on how to work with each personality type. Continue reading

3 questions to ask a hiring manager to find out if a company really values its workers

By Stacy Bolger

Many companies brand themselves as “employee-first.” But it’s hard for a job candidate to know if their potential employer will deliver on that promise.

Employee-first means much more than just having high ratings on Glassdoor or photos of fun company events on Instagram. It means the organization appreciates that employees are human beings with diverse goals and needs, some of which they’re achieving in their professional careers and some of which they’re pursuing outside of work (think family time, hobbies, and fitness goals, for example).

An employee-first organization aims to help employees integrate and thrive in both work and life by always considering the whole person, rather than reflexively enforcing one-size-fits-all policies.

This attitude must start at the top, with leaders who include employee experience among their performance goals and invest in ongoing training for managers about the practical application of employee-first values in the workplace.

That’s a lot for a job candidate to suss out and you usually can’t tell how an organization treats its employees from a job listing. The job interview is likely your best opportunity to determine where a potential employer’s priorities really lie—if you ask the right questions.

Your first clue about the company’s priorities will come before the interview itself. An employee-first organization understands that applicants invest a great deal of time and energy in their applications and may be waiting on pins and needles for the company’s response. They’ll reply promptly to your application and set an interview time quickly—or alert you that they’re not choosing to advance you as a candidate.

The interview itself should be a two-way exchange, where you get to learn about the company as much as they learn about you. If and when you get an opportunity to ask the hiring manager some questions, be sure to ask:

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Do people work better without a crowd?

What we can learn from athletes performing in empty stadiums.

by Ben Lyttleton
On June 20, Manchester United’s star player Bruno Fernandes scored a late penalty to earn his team a draw against English Premier League rivals Tottenham Hotspur. Because of the coronavirus pandemic, the stands at Tottenham Hotspur Stadium were empty when he took the shot. It was the first of many soccer games to be played behind closed doors, and afterward, Fernandes was asked if it was easier to take the penalty without the distraction of the opposing team’s home fans. “I like the pressure,” he said. “With the crowd, it would be better.”

With fans across the world mostly forbidden from attending sports venues, it’s been possible to compare performances with and without the presence of crowds. In soccer, for example, there have been more goals, more mistakes leading to goals, more penalties scored, and more away wins. In Germany in particular, one analyst described a “negative home advantage,” as away teams, unaffected by a home crowd (and a referee who may give the home team more beneficial decisions), played with a new freedom.

Players and coaches seem emboldened by empty stadiums: more willing to be creative and take risks (and make mistakes) than they otherwise might be.

Could these benefits also translate to the many lines of work that today are being done at home? And how does the lack of an audience affect our own performance? Can we use it to our advantage?

It’s easier to tally goals on a score sheet than productivity on a time sheet, but there are some indicators that a lack of face-to-face office experiences is also having unexpected effects in business — and not all of them bad. One big fear when many companies made the switch was that employees, away from the pressurized environment of the physical office space and with no one keeping an eye on them, would “shirk from home.”

In fact, the opposite happened. The length of working days has increased; digital presenteeism is on the up, and so is productivity. Many people like working from home — and the majority don’t want to return to the office, at least not full-time.

Coaches have also spoken of players who star in training but choke in front of a crowd. Not every player, it seems, is like Fernandes. As Dan Abrahams, a sports psychologist who works with soccer club AFC Bournemouth has said, “More players than you would think are negatively impacted by a crowd.”

Empty stadiums suit those introverts who, according to Susan Cain, the author of Quiet: The Power of Introverts in a World that Can’t Stop Talking, feel most alive and most capable in quieter, low-key environments. Cain believes introverts flourish with more privacy.

For those who do flourish in front of others, an audience provides a change in the pressure dynamics that affect performance. In front of a crowd, our working mode changes from “threat state,” driven by anxiety, to “challenger state,” where we are more likely “to have a go,” according to Gary Bloom, a sports psychologist who works with the Oxford United soccer club. “The limbic part of our brain is where our emotions live — our fear, our anxiety, our excitement. That part is aroused by fear/threat,” he told The Athletic website. “I don’t think it is going to be as aroused [without a crowd].” So, perhaps performing in front of others gives a chance for the challenger state to take over, and we feel more comfortable taking risks.

A couple of years ago, researchers from Johns Hopkins University put the “threat state” theory to the test. They asked people to perform a task on a video game with and without people watching: Those with an audience performed better.

In the experiment, being observed clearly served as an incentive to do well — so maybe all those Zoom calls do keep us on our toes. It may also be that the relationship between performer and crowd builds community and cohesion, hallmarks of a successful working environment. It was French sociologist Émile Durkheim who coined the term collective effervescence to describe how people build a group identity. Sport certainly does that, as can any shared experience.

The changes imposed on our social connections by the pandemic forced us to find new ways to come together: rooftop musical performances, drive-by protests, and online author workshops, to name a few of the many examples of creative responses to lockdowns. “Emergencies often prove to be the forge in which new ideas and opportunities are hammered out,” wrote Erica Chenoweth, professor in human rights and international affairs at Harvard University, in the Guardian.

Our professional behavior may still be performative, albeit in a virtual space. However, we can take inspiration from sport, and specifically penalty kicks in soccer. The secret to a successful penalty, as Fernandes might attest, has little to do with crowds. It’s more about developing the right mindset and practicing with purpose. As we grow accustomed to new working models, these are the habits that can help build success.

Source: Strategy+Business

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