How to discover your values 

Top 10 barriers to a courageous culture based on Brené Brown's Dare To Lead™

Jim Collins concept for high performance: Getting the Right People on the Bus

A recent Australian Psychology Society survey shows that while **78% of leaders** think they’re preparing their employees well for the future of work (e.g. embracing new technology and work methods), only **53% of employees** agree that’s the case. (1) 

As a result, the APS says the future of work requires organisations to **develop strong leadership**.

“Good leadership is important and will play a pivotal role in the successful future of the Australian workplace with the rise of remote workers, generation gaps, and rapid globalisation.”

The Futureproofing the World of Work survey saw nearly 30% describing their workplace as **“unnecessarily bureaucratic,”** 21% as **“cautious,”** and 17% as **“change-resistant.”**

Let's briefly look at why that won't work into the future.

Ultimately, the future of work lies with our future leaders - and their willingness to keep learning.

83% of businesses agree that **leadership development** is important at every level. And YET, 69% of likely emerging leaders - millennials - feel a lack of leadership development. (2)

[What is leadership development (and why should you care)?](https://www.thegrowthfaculty.com/blog/leadershipdevelopment) 

Well, we know that show high-performing managers are **4 times more likely to retain employees** than low-performing managers.

As we will see later, leadership development is critical for healthy workplaces.

Meanwhile, leadership skills will be discussed in a 3-part leadership development program beginning Wednesday, 28th May 2024: [Colleen Callander and Shannah Kennedy – Elevate your skills in life, leadership and longevity](https://thegrowthfaculty.com/events/a02RG000004FnwHYAS/overview/?sid=a0KRG000006FOhh2AG)

Future leaders

One thing is certain in the future of work. There will be continual change.

According to Kyle Hermans, CEO and co-founder of Be Courageous, the process of change takes courage.

Kyle says moments of courage are needed “to stand for what is right, to unlearn, to reimagine systems of the past, and to create a future more important than our past.”

(He will talk more about this in his live virtual masterclass [Courageous Minds, Decisive Action](https://thegrowthfaculty.com/events/a02RG000004EYAqYAO/overview/) on Wednesday 5th June 2024).

[**Free Download**: 10 Leadership Qualities That Will Help Solve Challenges in 2024](https://thegrowthfaculty.ac-page.com/leadershipqualities)

Meanwhile, _Dare to Lead_ author Dr Brene Brown says the greatest barrier to courageous leadership is not fear, it’s how we respond to fear.

As Kylie Lewis, a Certified Facilitator of Dare to Lead™ teaches in her masterclass, this shows up as:

·        **Avoiding tough conversations.** Were too nice. We talk ABOUT people, not TO people

·        **Not tending to fears and feelings.** We don't see the workplace as a place for fears and feelings

·        **Corroding trust.** Boundaries are not upheld, or stated

Such behaviours have no place in the future workplace where most of the workforce in 2030 will be Millennials (Gen Y) and Gen Z.

Courageous leadership

[PwC](https://www.pwc.com/ug/en/press-room/how-prepared-are-employers-for-generation-z-.html) points out that Gen Z’s outlook is defined by the disruption caused by  Covid-19. They’re well-suited to **dynamic, fast-changing environments, opportunities**, and **challenges.**  

But, they may not readily cultivate meaningful in-person relationships or respond to feedback the way other generations do. Stress and anxiety may trigger responses like **low morale** and **absenteeism**, says PwC.

Taking workplaces into the future will require braver leadership, says Kylie Lewis.

The leadership coach and tech entrepreneur says high-performing workplaces are a direct result of high-quality interpersonal relationships and a [psychologically safe culture](https://thegrowthfaculty.com/articles/psychologicallysafeworkplaces/).

Generation gaps

Psychological safety is the key foundation stone for workplaces in the future.

Yet 20% of respondents felt their employer cared “little” or “not at all” about their wellbeing. (APS/Curtin University)

The Australian Psychological Society says that a **culturally sensitive** organisation is better able to get employee support when making changes necessary to **face the future**.

“When we think about the future of work, people often think about AI or skills training, but the future of work is also about designing and maintaining **sustainable workloads** and protecting employees' **wellbeing**," says Dr Zena Burgess, CEO of the Australian Psychological Society (APS).

“It’s clear that much more needs to be done to improve psychological safety in the workplace, regardless of where or how you work,” she says.

The APS says previous studies show that organisations who invest in workplace mental health can see a return between $2.30 to $5 for each dollar invested.

Psychological safety 

Based on its recent Australian Workplace Survey findings, APS recommends organisations:

·        invest in **leadership development**

·        support **adaptability and resilience**

·        prioritise **feedback**

·        cultivate **supportive cultures**

·        **reduce bureaucracy**

·        focus on **employee safety** and **well-being.**

The psychologists’ society also stresses the importance of preparing employees for the future through skill development, embracing technology, and fostering a learning environment.

6 must-dos for the future health of your organisation

What about innovation in the future, with so many of us working hybrid or remote?

45% of surveyed desk workers say brainstorming is more productive in the office.(3)

However, new research by Columbia Business School business professor **Sheena Iyengar** suggests brainstorming itself is outdated.

The author of new book “_Think Bigger: How to Innovate”_ prefers a step-by-step process of ideation/innovation:

·        **Define** the problem

·        **Break it down** into its most important subparts (perhaps 3-5)

·        Ask yourself “How do you want your final solution to **feel**?”

·        **Collect tactics** and strategies used elsewhere (i.e. other industries)

·        **Choice mapping**: Pull the pieces together to create ideas

·        Get your best solution in **front of people.** How do they experience it or imagine it?

Growth Faculty will hold a [45-minute Q & A with Sheena Iyengar](https://thegrowthfaculty.com/events/a02RG000004ti3MYAQ/overview/?sid=a0KRG000006t5Rq2AI) on Wednesday, 17th July 2024, to discuss her book _Think Bigger_, and advancements in innovation technique.

Innovation

One less considered aspect of the future of work is our ever-evolving relationship with clients and customers.

According to renowned restaurateur Will Guidara, the future will go beyond being a service economy to becoming a **hospitality economy**.

“People are craving connection more than ever,” he told McKinsey & Co in an interview. “Making good products is no longer enough, servicing them efficiently is no longer enough.

“It’s how people are made to feel that’s starting to matter most of all.”

Will believes **empowering employees** and **creative autonomy** are two ideal components of a great culture.

“I think it’s everything \[when\] you want people bring their most fully realised selves to the work.”

Will is Growth Faculty’s Global Headliner speaker in a live virtual event [Creating Customer-Centric Cultures](https://thegrowthfaculty.com/events/a02RG000004dDRjYAM/overview/?sid=a0KRG000006bDsa2AE) on Wednesday, 31st July 2024.

Unreasonable hospitality

_“AI will be ubiquitous, and we need a trained workforce who can discover and design, evaluate and translate new AI technologies.”_ - Professor Svetha Venkatesh, Deakin University

Of course, the future of work will be strongly impacted by **artificial intelligence** (AI).

Surveyed desk workers who adopt AI at work are 53% more likely to report higher levels of **productivity** than those who haven’t, and 27% said that they use AI today (3)

A new report believes that not enough. It shows more use of AI could add a short-term boost of **$200 billion a year** to the Australian economy.(4)

Yet it’s not without risks. Net101 founder **Tim Martin** will explain more at his live virtual masterclass [Risks and Rewards of Generative AI at Work](https://thegrowthfaculty.com/events/a02RG0000053NBnYAM/overview/?sid=a0KRG0000073PHB2A2) on Wednesday 26th June 2024.

Technology 

Stay relevant with the latest thinking from the world's best thinkers. 

All live virtual masterclasses and live virtual Global Headliner events are included in [Growth Faculty membership](https://join.thegrowthfaculty.com/#plans). For just $498 p.a. you can attend as many as you like for a year.

There are [special discount packages](https://join.thegrowthfaculty.com/enterprise/) for Enterprise clients for 25 up to 200 licences. (See our [2024 line-up of live virtual and in-person events](https://www.thegrowthfaculty.com/event.php?eventId=a1J4G000008xoC7&promoCode=Blog&utm_source=TGF&utm_medium=blog)).

References:

(1) Futureproofing the world of work   
2023, APS

(2) "35+ Powerful Leadership Statistics 2023: Things All Aspiring Leaders Should Know", June 2023, Zippia.com.

(3) March 2023, [Slack](https://slack.com/intl/en-au/blog/news/state-of-work-2023) and Qualtrics survey of 18,000 desk workers

(4) John Mangan, 2024, Australia’s AI Imperative: The economic impact of artificial intelligence and what’s needed to further its growth, Kingston AI Group

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Why change-resistant leadership doesn’t suit future of work

Leaders must keep developing to keep up, say experts

Keep informed
Stay Inspired

Why change-resistant leadership doesn’t suit future of work

Leaders must keep developing to keep up, say experts

Keep informedStay Inspired

Keep informed
Stay Inspired