Two years have just passed since the official declaration, by the World Health Organization (WHO), of the Covid-19 epidemic as a public health emergency. As we reflect on the impact of this unforgettable period on our lives and businesses, one thing is clear: there will be no return to “normal”.
The coronavirus and its rapid expansion throughout the world confronted societies with enormous challenges at the same time in a matter of weeks: the weakness of health systems, inequality, the polarization of politics, questions about climate change, the advance of technology and digitization, teleworking and problems with supply chains. For entrepreneurs and business owners these changes can be overwhelming, but also a source of learning, motivation and growth, as well as the opportunity to adopt new forms of leadership.
The question is: how to be a better boss in 2002? According to experts, these are the four trends you should consider .
1) The creation of a culture of well-being within companies
According to a 2018 WHO study, depression and anxiety disorders among employees increase the economic losses of companies and the economies of countries by 30%. It is estimated that, once the pandemic is over, this impact will be even greater. For this reason, the leaders of the future are focused on creating a culture of well-being within their organizations, where the physical and emotional health of people is paramount. This translates into corporate policies that promote a better balance between work and personal life , in the alignment of the personal and professional goals of owners and employees, in a system of mutual support and open communication in times of crisis, and in skills training. leadership at all levels of the company.
2) Constant training in new knowledge and skills
It can be frightening how quickly new technologies transform work processes and relationships within companies, no matter what their line of business. For this reason, one of the main leadership trends in 2022 will be the training of employees in new digital tools and all the knowledge that allows them to understand and incorporate the latest changes in their daily work. In addition to specific courses and workshops, organizational development experts recommend practices such as the incorporation of new tasks and responsibilities , transitional periods of work in other positions and areas, as well as hiring figures such as a coach or mentor for managers and executives. .
3) The adoption of equity policies
An unfair compensation policy or simple mistreatment is one of the main sources of stress and work absenteeism . For this reason, an intelligent leader, one who seeks to enhance the talent and work of his collaborators, knows that it is best to maintain a workplace that applies fair rules for everyone. Equity policies have to do in the first place with salaries, based on merit and not on the sex or family ties of an employee, for example; also with access to training opportunities , new work tools, promotions and even public recognition for important achievements.
4) A more open-mindedness to experimentation and a higher tolerance for failure
If the last two years have taught us anything, it is that everything can change from one day to the next. In the midst of such accelerated transformations we have two main allies: our open-mindedness and our tolerance for failure. How to develop this mental muscle when you are the owner of a business and there are employees who depend on your decisions? Inviting your employees to also exercise it with the development of a culture of constant learning . This does not mean, of course, taking risks that could jeopardize the stability and future of the business, quite the contrary: it is about working on experimentation projects and development of new products and processes., always focused on customer satisfaction, with concrete results and measurable risks that put the company ahead of the competition.
