The United States labor market is in a state of transformation, with major shifts taking place in demographics, technology, and the nature of work. Demographically, the workforce is aging, with more people over the age of 75 continuing to work and younger generations entering the workforce with different skills and expectations. Automation, artificial intelligence, and other new technologies are changing the way we work, while remote work and telecommuting are becoming more prevalent than ever before. Finally, the nature of work itself is evolving. As more tasks lend themselves to automation and support from artificial intelligence, more emphasis is placed on workforce creativity, problem solving, and collaboration.
The World of Work has Changed, Your Greatest Asset Hasn't: 3 Ways to Optimize your Workforce in an Evolving Labor Market
You’ve probably heard the old maxim “can’t see the forest for the trees” being used to describe a person, or an organization, that doesn’t understand a broader situation because they’re only considering individual parts or portions of it. When that person is so focused on a single issue that they forget, or overlook, the real purpose behind what they’re doing, they miss the big picture — often to the detriment of the people and teams around them.
At TLD Group, we’ve spent a lot of time this year thinking about how to drive success in a continually changing, somewhat chaotic health ecosystem. How can leaders drive innovation and promote wellness when barriers to success come up at every turn?
Leaders, Listen Up! The U.S. Surgeon General is Making a Statement on Workplace Well-Being.
On October 20, the U.S. Surgeon General Dr. Vivek Murthy released a new framework on workplace well-being that does more than offer simple guidelines. It demonstrates how the country’s leaders are placing a new emphasis on healthy employees and workplaces as a result of the changing nature of work.
Leaders, if it feels like guiding your organization is harder than ever right now, you’re not alone. After all, factors including high turnover, increased demand for emotional intelligence in the midst of complicated workforce well-being challenges, and societal unrest are all contributing to making your role more complex — and more draining.
Why Succession Planning Matters & 4 Simple Steps to Building a Strategic Succession Management Plan
Leadership turnover has remained high over the past few years in the health ecosystem, with recent research by the American College of Healthcare Executives reporting an 18% turnover rate for CEOs. As executives leave, human resources (HR) leaders are left with tough questions around who will take their place. What does success and growth look like for their organization? How does a company find, and hire, an executive who wants to create the workforce of the future - diverse, technologically competent, and global? Who, whether they are inside or outside of the company, is in a position to replace the incumbent?
You’ve likely heard leaders being described as either having or lacking “executive presence.” You might even agree that it’s important to have, yet uncertain about how to define it. If this rings true for you, know you are not alone. In a survey of more than 350 human relations (HR) professionals, 92% agreed that executive presence is an important part of leadership, but 51% of respondents also said that it’s difficult to define.
Interested in Executive Coaching? Our 4-Step Guide to Advocating for Your Own Leadership Development
Many leaders take a passive approach towards their own development, often waiting for their manager or someone else in the organization to offer the opportunity for professional growth. Why wait? Advocating for your own development demonstrates a core leadership attribute — proactive interest in expanding your skill set in support of your company’s success. And, one of the most proven and efficient ways to enhance your effectiveness as a leader is to partner with an experienced executive coach.
As we grapple with the chaos of the past two years, it’s become clear that strategic decision-making is an important skill for leaders in all industries. The ability to analyze situations, data, and personal experiences to reach a solution keeps leaders prepared for even the most unexpected events — like a global pandemic.
In the new post-pandemic normal, hybrid teams are the new standard. In fact, 53% of job searchers now expect to have a hybrid arrangement. For those in the health industry, finding ways to create hybrid job opportunities — and manage them — can be incredibly difficult. This is especially true for healthcare organizations as the majority of roles require in-person delivery, especially in clinical and research-oriented roles. However, for those roles that can be managed remotely, offering a flexible work schedule is no longer a nice-to-have, it’s a necessity. It’s time to start building and offering hybrid work to remain competitive in recruiting and retaining top talent.