3 Leadership Struggles To Recognize And Fix

A question that keeps popping up for many leaders is "What should my company and teams prioritize and do differently, and why?"

As we gain more responsibility in our roles, the more challenging they can get. Executives, especially CEOs, have so many concerns to think about. They may worry about failure to deliver ROI, cyber threats, economic turbulence and their ability to recover from those things—just to name a few.

How we face our fears and show up as leaders, as well as which priorities we put the most effort toward, will determine how successful we will be.

Forward-thinking leaders who invest in great talent, strategies and technology know they have fewer reasons to fear.

But to do this effectively, I've seen three key areas where we need to do things differently.

1. Create A Positive Work Culture

In recent years, work culture has taken the biggest hit it's seen in a long time with more talent and teams dispersed than ever. Companies that traditionally relied on their in-person environment are seeing talent get drawn to greener pastures that offer greater flexibility and more positive experiences. Raising the stakes for what it means to be the "best place to work" demands that workplaces continue to become more diverse and flexible with a unified company culture.

Leaders will play a more vital role in creating a positive working environment by setting and demonstrating behavioral standards for others to follow. If you provide regular, proactive feedback and coaching to support your team members, you'll create a magnetic work culture that everyone wants to be part of. This can help with critical talent retention rates.

2. Shift Your Focus To The 'Great Retention'

Talent retention is at the forefront of every company, especially as they face the reality of operating leaner during more expensive and turbulent times. Regardless of whatever new buzzword we are seeing, there is immense pressure on leaders to find and keep their best talent. As we experience quiet quitting, firing and hiring, we need to understand the root cause to accomplish high talent retention.

To effectively build teams, knowing how to delegate and empower them with emotional and social intelligence is vital to your success.

My advice to executives facing these issues is to incentivize your leaders and managers who are willing to connect their skilled talent to other internal opportunities. Making these changes can help your organization and teams achieve the expected ROIs and KPIs. You'll also be better positioned to face your competitors. Having winning leadership and culture produces winning talent and teams that lead to winning organizations.

3. Shaping A Better Future Through Innovation

As you face critical decisions about successfully operating amid growing economic concerns and stark realities, you'll need to drive innovation to secure a better future. The leaders and decision-makers who leverage new technologies are the ones transforming their businesses because they're staying relevant while driving sustainable growth. As a result, they're going through a major shift in their mindset and attitude, which have been tested by CEOs and their leadership teams for the last three years.

We're to the point of recognizing that restructuring is not the best way to go about it. Instead, embracing transformation and innovation with new technologies will lead them to short- and long-term solutions for total enterprise reinvention.

A few companies I know are quietly and systematically changing the game and their industries by driving new imperatives instead of focusing solely on the bottom line, the way that the vast majority of companies are still doing.

The solution for overcoming the Great Resignation, demonstrated through quiet quitting, firing and hiring, isn't restructuring. It's reinvention!

The more we observe what, why and how we do on a day-by-day base internally across the whole enterprise, the more we can discover where we have significant gaps and overlaps with talent and technology.

The pace of change in the world and at work will continue, and I can't stress enough how important it is for an organization to be proactive by championing change and transformation to stay ahead of the game.

Those who refuse to embrace these new workplace realities will fall further and further behind, ultimately leading to even more challenges tomorrow. By focusing on these three key areas, you can better position your company for the future of work and reach the big springboard ahead of the competition.

NOTE: This article was originally written for and published in?Forbes?and you can find it?here. Excited to explore more? Tune in to our top-rated global podcast!

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Live, lead, and leave your legacy today and every day! ~?Izabela Lundberg, M.S.

Izabela Lundberg, The People Champion, is an?Author,??Forbes?Contributor, TEDx & Keynote Speaker,??Humanitarian,??Producer,??Podcaster?& Global Business Leader.

Izabela, Legacy Leaders Institute Founder is a trusted senior global advisor and results-driven transformational strategies to today's and tomorrow's $B visionrly organizations.

She creates a champion culture, thriving high-performing talent, teams, and legacy organizations.

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