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Bite-Size Insights: What trends can leaders expect to see in 2021?

Dec 28, 2020 | 00:00

00:00 00:00

Episode Description

On this bite-size, we’re discussing the workplace trends leaders can expect to see going into 2021. Joining us to share his insights and predictions is Emplify’s Co-Founder and Chief People Officer Adam Weber.

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Episode Transcription

Hey insights, listeners Nicole here. And thanks so much for joining me for this week's bite-size insights, empowering people, leaders with best-in-class information in 10 minutes or less. All right. So on this bite-size we're discussing those workplace trends that leaders can expect to see going into 2021.

Joining us to share his insights and predictions is Emplify’s co-founder and chief people. Officer Adam Weber.

When we look at trends into 2021, we're going to talk about what needs to be different in the workforce than exists today, or what do we think there'll be more of as opposed to less of the first is centeredness. What I mean by that is leading as your whole authentic, connected self it's growing in your self-awareness.

Are you taking time to really get to know who you are? And do you have people in your life maybe mentors or, or other leaders who are giving you context on how you're showing up? And then how that can impact the workplace. The hard truth is there's no silver bullet to becoming an authentic leader. It is truly the combination of doing the work to become an authentic person and applying solid leadership principles and tactics.

But you can't just do the second. You can't just read books and check the boxes. You actually have to do the work yourself to become more in tune with who you are. And so how to do this one is just create a daily practice of self-reflection. I call it gentle observation of who you are, how you're feeling, just simply writing down what it is that you're experiencing, kind of in the inner part of who you are for the second is focusing on your health.

A whole authentic leader is one who recognizes that, just what you're accomplishing at work, isn't all of who you are, but that you're taking care of the whole version of who you are. Uh, and then the last I, I briefly touched on, which is. Invest in relationships of people who you trust enough to tell you the truth about how you are showing up.

And the next one, no surprise is remote work. I think it's clear is that remote work is no longer a nice to have, but it is a need to have. 86% of companies are saying there will be some version of work from home that will continue after the pandemic. And flexibility is now a must. That the reality is if you do not adapt to this and you create forceful environments where your people do not have flexibility.

And unemployment is low. You will have a turnover issue. This will be something that is expected of companies and your competitors will be on this. Now I think that with this it's important that you do it well, there are all sorts of challenges that come from remote working. Just a couple of the drivers though, just to be mindful of in the remote environment that we've seen most impacted, meaning purpose, shared values, that sense of community hasn't been quite what it was.

Prior in the office environment. And then obviously the co-worker relationships is something to be mindful of. We kind of hit this wave where everybody was trying to replicate the office environment via zoom, and then people got zoom fatigue. And now we're entering into a season where there's a lot of transactional based work being done, and we're losing some of the foundational relationships that need to happen in order to make businesses successful as well.

So just a couple tips, lean into transparency. I think that's the key peel back the curtain on the decisions that you're making, building trust really does require just genuine, authentic transparency. And you have to be extremely intentional about that transparency because you don't have as many micro interactions anymore.

The water cooler, the getting a cup of tea, it's all those small moments in the office where it was easy to be transparent because someone who you normally want to interact with would come up to me and go, Hey, why did you guys make that decision? And I could just have an easy, very comfortable conversation.

Now that takes great intention. So be intentional about. Especially if you're an executive, be intentional about creating time with different groups of employees that you normally want to interact with, or they will end up having conversations with each other and not be able to have the context, the business context, and where you're a part of the conversation.

And then just make sure you create space for more organic social interactions as well. So getting creative with ways that you still interject and intersect on the social side. The next is something I have been passionate about for a long time. And this is outcomes first, and this is something that was truly the thing that transitioned my career.

Actually, I ran into a motivated Michael, who said, Hey, I don't care when you work or where you work. But what I am curious about is if you truly set your mind to it, what could you accomplish for our business? And he laid out these really clear outcomes for me, and it changed my entire career. And how's me now to open up doors to do this for other people.

But the thing that he did. Was he released the concept of this kind of the posturing that took place in offices, where I had a previous job or when I showed up at eight Oh five, my manager thought I was a bad employee. And if I showed up at seven 59, I was a good employee and it was all optics. It was no outcomes.

COVID has finally forced this to be into the fully, into the work environment. It is more difficult as a manager to do this, but this is how you actually lead well as a manager. Is it absolutely clear what success looks like for each employee on my team? And do they know how to achieve that outcome? Now I, that is all I care about that.

And are they doing it in a way that aligns to the values of the business? What I don't care about are the optics of how they do it, of when they're showing up and are they sitting at their desk and what they're doing at work, all of that stuff, can we just let's let that die with the Corona virus in 2020?

Let's just let that be a thing of the past. If you want to do that successfully, you can not miss one-on-ones. As a manager, you cannot manage angry. You have to manage clearly you have to be clear about what you actually want. And you have to be clear about if you're receiving what you want. And, and with that as naming what the success looks like.

thank you so much for joining this week's bite-size insights. If you want to dig a little bit more into the remote work trends and ways that you can foster engagement in remote work environments, be sure to go to to download the report.