Today’s quickly changing employment landscape is changing the way we will work for the foreseeable future as the employment market tightens and employees assume more power. We are needing to reimagine and recalibrate work-life integration, “management” versus “leadership and the best way to achieve bottom-line objectives by, frankly, putting people first.

From Forbes and Fortune, from Boston Consulting Group to Deloitte, the data suggests a new relationship is evolving between employees and leadership where human beings are seen as drivers of productivity and growth. In this scheme, people drive business and profitability rather than business driving people.

Enter the “business peloton” or platoon model coined by Deloitte in 2020. The reference here is   to a collection of distinct work teams of the future which are also part of an integrated unit operating together to achieve common goals and overcome shared threats or challenges. Rather than operating as static groups within the organization, these fluid teams of the future keep pace in changing, unpredictable systems, may operate across functional lines and drive innovation by knowing all members are ultimately trying to achieve the same organizational objectives. Structure matters less than accountability. Everyone is expected to collaborate, innovate, and produce meaningful results such that output is greater than the sum of its parts.  However, everyone is also given the headroom to operate in a space of non-judgement where growth, development and wellness are expected and celebrated.

This new model requires leaders who are inspired and dedicated to “co-vision” and “co-create” with teams, watchful of opportunities to grow, engage and transform both individual and team performance. To be effective, leaders in this space have clarity around their role and purpose; to create and sustain a culture of innovation, safety, collaboration, kindness, and recognition while maintaining focus on bottom-line business objectives.

The employee of the future works anywhere and anytime, uses any devise, is focused on outputs, creates their own career ladder, shares information freely with colleagues, relies on collaborative technologies and adaptive learning, expects they can and will become leader as they choose, and expects democratized learning and teaching. *

Where growth, learning and transformation are actively fostered, and individuals are psychologically safe, teams and individuals become agile, interdependent, and resilient. They are able to pivot, scale and re-create.

Given the complex, rapidly changing and uncertain environments we face, how can you and your teams use these trends to your advantage and ensure a competitive edge in 2022 and beyond? Join us for a free highly interactive one-hour webinar on Wednesday March 16 at 12 noon PDT – “Building and Maintaining High Impact Teams in a Post-Pandemic World.” To register visit www.bydesigncoachingcenter.com/events.  To request this presentation for an event or group, or for information on customized coaching or training on this topic, please email laura@bydesigncoachingcenter.com

 *thefutureorganization.com