You're a people manager in a fast-changing workplace. How can you stay ahead of the curve?

A mind open to learn and unlearn is critical for growth. As people managers and leaders over the last 15 years so much has changed in terms on technology, algorithms, frameworks, consumer behavior and work place practices from when we used to be analysts so if we don’t learn from our teams then we will only know how to manage things in an archaic way. A growth mindset also fosters an open and non hierarchical environment. People feel sharing ideas because they know the leaders are receptive to change and experimentation. Change is the only constant and a growth mindset is essential for change !!!

As a people manager in a fast-changing workplace, one need to: - Know the team well and build trust and rapport with them. - Delegate tasks wisely and empower the team members to grow. - Communicate clearly and frequently with the team and keep them informed and engaged. - Provide feedback and recognition the team and appreciate their efforts and achievements. - Encourage learning and development among your team and help them reach their potential. - Be flexible and adaptable to change and help the team cope and thrive.

I think in the case of construction industry growth mindset is the need of the hour, as existing research has established that construction is one of the least innovative industries, in case of construction a top down approach wouldn’t work towards being innovative, it has to be a bottom up approach driven by a growth mindset which could potentially help an industry which could have far reaching implications due to impact of construction to the wider world which we live in.

The trick is simple , be flexible, open minded, innovative and creative. When dealing with people in a fast changing work environment, these four attributes are a life saver to help you and your organization achieve set goals.

For me, embracing a growth mindset helps me to evolve and learn. I admit that I don't know everything, feeling comfortable asking others for help. I'm prepared to fail, learn and move on. I trust people in my team to make the right decisions based on their experience and knowledge. Personally, I reflect on what I have done, how I went about it and if I could/should have done things differently? It's important to ask yourself these questions. Managing a team often means you have to run the flak for the team, allowing your team to avoid the politics or issues arising when things go wrong. For me it important to encourage the team to step out of the box and protect them if things go wrong and when they go well to shine the light on your team.

Communicating with your team and building trust helps to create psychological safety. When your team feels comfortable being themselves and being honest, they’ll in turn communicate more with you. You’ll naturally stay ahead of the curve as they open up and share more about what they’re experiencing, what’s on their mind, and what ideas they have to improve things around them.

You can’t manage through change well if you don’t communicate consistently, with clarity and intentionally. It’s especially crucial when you are communicating a change you didn’t initiate. It’s easy for teams to feel overlooked or unheard. Be transparent about what you know, what requires follow up and how you can help now. I always ask folks for patience and grace, too, as things are worked on. And then be direct with those who need to hear the concerns of your team. Ensure they understand how the change is impacting them and what you think could be better/would help the change more smoothly. Communication + action is what builds long-term trust.

In a fast-changing workplace, a people manager must be adaptable and continuously learn. Staying updated with industry trends and understanding team dynamics are crucial. Effective communication is key, fostering a culture of collaboration and innovation. Personal growth is vital; embracing professional development and a growth mindset prepares one to lead effectively. Empathy and a keen grasp of team needs ensure cohesion and morale in times of change. Such a multifaceted approach empowers a manager to navigate workplace evolution successfully, leading a team that is resilient, agile, and forward-thinking.

Providing timely feedback and the right guidance to iron out wrinkles is important too. When the right feedback is provided in a timely manner, it helps improve the performance of the team members and will help build a healthy culture in the team as well.

In a swiftly changing workplace, effective communication is vital for proactive leadership. It involves regular team meetings, transparent discussions about changes, and diverse communication channels for seamless information flow. Assigning champions in each team amplifies messaging, while feedback mechanisms refine approaches. Adapting to new tech ensures relevance, and leading by example with clear, frequent communication fosters team cohesion. Continuous learning to refine skills is key. A sentence I was told by a MB member : 'communication is repetition,' highlighting the importance of reinforcing messages for understanding.

In my experience, getting everyone involved at the workplace is the best way to maintain trust and positive workplace relationship. When everyone feels like they are a part of a community or a team, they tend to contribute on a personal level because they feel they are a part of what’s going on. Sometimes when some tasks involves multiple individuals at work, I find it positive to get everyone’s opinion and what they prefer. Of course there will be conflicts of opinions but at least everyone contributes and then your job as a leader is to make the best decision based on the opinions and suggestions you receive from the team.

People don't collaborate - if they are insecure about their place in the team and hence are cagey about sharing work/creations, or - if they are afraid of being looked down upon for sub-par ideas / failure, or - for personality mis-match The secret sauce is to introduce everyone to the diversity in the team and make them realize the importance of unity in diversity. Besides, celebrating success, giving due credit at the right time and encouraging people to speak-up and experiment; helps ensure everyone to come-together and contribute.

Collaboration in the context of people management necessitates humility...and leadership is more than management. When I've managed people, I'm seldom the best architect. I seldom know the businesses our team supports better than a business analyst. As a team, we're more than the sum of our parts.

La cultura colaborativa empieza por tener objetivos comunes: Observad las grandes alianzas de la historia, el nexo de unión siempre es el objetivo común. A menudo oigo frases como: 'Esto no es un tema del equipo de tecnología, ya se apa?arán en márketing' por ejemplo... y ESE! es un momento donde perdemos el espíritu colaborador. Los departamentos pesan demasiado en las organizaciones, son silos naturales, que a?aden complejidad para las alianzas colaborativas. -Hay que trabajar más por Value Streams, con equipos de proyectos formados por perfiles complementarios. -Hay que setear los objetivos con mucha habilidad estrategica, alineando intereses, foco y energía, conectando personas y equipos a un outcome común. Ganamos juntos!

People are adaptable to change, but navigating this process is delicate: there is the presence of fear of the unknown, insecurities, and uncertainties about the new. Clear and frequent communication with your team will greatly assist you, as it minimizes the insecurities of the moment and establishes a bond of trust. This can help them develop emotional intelligence and new skills to adapt to the situation. Additionally, by fostering a collaborative culture, you amplify your potential to create this sense of security. It will not be just you as the leader playing this role, but a united group of individuals facing the same challenges, strengthening each other, and providing mutual support. Leverage collective intelligence to your advantage!

As your career grows your own professional development plan needs to also grow. Having an executive coach for leaders is an imperative. Someone who is a thinking partner and doesn’t know in depth details of your work environment will allow you to elevate your thinking and impact.

As a people manager in a fast-changing workplace, staying ahead of the curve in personal development is crucial. First, actively seek feedback from peers, and team members to identify areas for improvement. Second, dedicate time for reflection and self-assessment to evaluate strengths and weaknesses. Third, prioritize continuous learning by seeking out relevant courses or workshops to enhance skills. Lastly, stay informed about industry trends and best practices through reading, networking, and attending conferences or webinars. By investing in your own development, you'll not only keep pace with change but also become a more effective leader.

In a busy environment, investing in your own development is often left out. Many managers believe they don’t have time for it. However, taking the time out of your busy schedule to invest in your own learning and grow will actually help you become more efficient and effective in the long run, which will add time to your schedule. As a bonus, this can also help open new ideas and possibilities to inspire your own work! Try blocking off time in your calendar each week to read up on industry trends, meet with a mentor to learn a new skill, talk to a coach about improving a weakness or enrol in a class that will help you be a strong and successful leader.

When it comes to your own development, don't wait for L&D to announce a program or a company to nominate you to a course/ seminar. Don't hesitate to invest your own resources (money, time) in learning. An investment in learning is never wasted, if nothing it adds to your wisdom.

Learning is a never ending process. It is very much required to update ourselves regularly on the relevant subjects and tools available. 360 degree feedback will help to identify areas for improvement and can focus on the same to address the issues. Never hesitate to learn new things from juniors / peers.

There are a few people I look up to both at work and in life in general. Some of these people I know personally and some I barely even met. It’s always a good idea to seek guidance, inspiration and support from people who’s been through the path you’re threading or looking to go through.

La diferencia entre un buen gestor de personas y uno extraordinario es su capacidad y voluntad de aprender y mejorar día a día. Para eso, debe de ser capaz de buscar inspiración en otras personas que ya estén consiguiendo los resultados que él pretende lograr. Para esto, no siempre se te van a ocurrir todas las respuestas, por lo que, tener a alguien a tu alrededor que te haga pensar, te haga de espejo con muchos temas y te rete a aplicar las mejoras que escojas, marcará la diferencia en las cosas que implementes. Sin esa figura, será más sencillo el sucumbir a la falta de acción o a la procrastinación provocada por el miedo y la inseguridad. La humildad será clave para dejarse inspirar y dejarse ayudar.

L'inspiration est essentielle pour être en mesure de découvrir les tendances à venir, identifier les meilleures pratiques et faire la collecte de données comparatives. La découverte des pratiques gagnantes particulièrement à l'externe et dans d'autres industries apporte de l'inspiration additionnelle. En changeant complètement notre cadre de référence nous sommes davantage inspirée à nous améliorer et conserver une longueur d'avance. Finalement, la collecte de données comparatives sur une majorité d'indicateurs donne un avantage important car cela nous permet de conna?tre la zone de résultats de classe mondiale et de viser cette cible ce qui assurer de demeurer un chef de fil.

We have seen that there has always been one person in our life who pushed us, motivated us, guided us which helped in being what we are today. Taking inspiration in every aspect of our lives is an important step to reach greater heights.

I would always give a higher weightage to Networking and Collaboration. Join Professional Networks: Become a member of professional organizations and networks to connect with peers and experts in your field. Engage in Cross-Functional Teams: Collaborate with colleagues from different departments to gain diverse perspectives and innovative ideas. Mentorship and Coaching: Seek out mentors and coaches who can provide guidance, support, and advice based on their experience.

Consider yourself also as a learner and keep learning and discovering. Never feel hesitant to learn something from your juniors or subordinates.

As workplaces become more diverse and complex, emotional intelligence becomes increasingly important: Practice active listening and empathy Work on recognizing and managing your own emotions Develop your ability to read and respond to others' emotional states Foster an inclusive environment that values diverse perspectives Regularly seek feedback on your interpersonal skills High emotional intelligence can help you navigate change more effectively and lead your team through transitions.

Ser um gerente de pessoas em um ambiente de rápidas mudan?as requer competências e atitudes importantes. A COMUNICA??O assertiva com a equipe, os pares e alta gest?o, ajuda a identificar os pontos de melhoria e mudan?as para agir com assertividade e rapidez. Ter FLEXIBILIDADE para ouvir as pessoas, avaliar os cenários e mudar a rota sempre que necessário, além de receber e arquitetar estrategicamente as mudan?as, é essencial. E, por último mas n?o menos importante, o LIFELONG LEARNING ou Aprendizado Constante que eu gosto de chamar de "ser curioso". Significa estar atento ao mercado, às tendências, tecnologias e entender como é que as variáveis externas podem ser uma for?a ou amea?a para a companhia e assim, antecipar as a??es necessárias.

One thing I've found helpful is building trust. Earning the trust of those you lead goes a long way in building healthy relationships Trusted leaders do not have to put too much effort into getting feedback and suggestions. Such leaders benefit from collaborative and brain storming engagements and ultimately fruitful and motivated workers.

In a rapidly evolving workplace, mastering political intelligence is crucial. It's not just about strategic networking or staying aware of organizational undercurrents; it's about intuitively understanding who holds influence and how decisions are truly made. This skill enables you to anticipate changes, align strategies effectively, and navigate complex dynamics with finesse. Developing this acumen ensures you remain at the forefront, ready to adapt and lead successfully amidst constant flux.