The Changing Face of Corporate Leadership : How Top Execs can Cope

By Aryong Lim

One thing is for sure: The workplace has evolved.  Now, teams and managers have the option of ‘meeting’ to discuss things online. Similarly, 9-5 is no longer a universal working schedule, what with more companies embracing flexi times.

In companies who haven’t acknowledged these changes yet, needless to say, it is expected of those in the executive jobs and manager jobs to lead the way to evolution. As soon as possible. If nothing else, top execs must be risk takers and paragons of open-mindedness or else, their companies would suffer from out-datedness. But what are some of these new trends that the managers of today should be mindful of?

Changing Face of Corporate Leadership The Changing Face of Corporate Leadership : How Top Execs can CopeIT is the way to go

The internet has changed the way organisations do things, from the way coworkers communicate with each other to how intra-corporate ties are being established. Similarly, although it has only been a decade since the email officially became a ‘primary’ means of sending messages across (considerably), it’s now an essential function in any corporation. Losing access to email poses the risk of slowing down in productivity, some experts have even noted.

These facts just go to prove how influential information technology has become in the work world. Top execs, therefore, shouldn’t be afraid of these new technologies. They must not allow themselves to be left out when it comes to the latest in the digital field if they want to succeed in their respective management pursuits.

Keeping an open mind with regards to learning computer will do wonders for top execs. It won’t hurt if they enroll themselves in short courses/seminars in computer. Or they could ask their counterpart in the IT department for friendly tips on how to do this and that.

Jobseeker market counter plans

In a jobseeker market where talent attraction and retention are major issues, there is only one way to fight back: Give in to the demands of the talent pool. This doesn’t mean to answer all of them, however. The challenge for top execs is to correctly pick those demands that would translate into worthy investments if answered. That is, the  attracted/retained talent will stay and produce for the company for many years.  Demands like what?

The employment of a flexible working schedule is a good investment because it won’t ask much financially, but CAN attract/retain talent in as much the same way as a high salary. To commuters (a characteristic that a large portion of the talent pool happens to have) being given the opportunity to avoid the rush hour traffic is a big deal.

Also, more employees are looking into enrolling in MBA education. With a flexi schedule, they can easier adjust their schedules. It’s like doing them favors.

Another good investment is including more training opportunities into the company’s human capital development strategies. There’s been much abuzz about human capital development recently and the reasons for this shift in trend should be clear to all top execs. If employees are given more training options, they’d feel valued. Feelings of being valued can only result to productivity.

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