How To Navigate From The Great Resignation To The Great Reinvention
Izabela Lundberg, M.S.
Resilience, Result & ROI Momentum Champion ? Strategic Advisor To Billion Dollar Brands ? Top 40 Global Thought Leader ? TEDx Speaker ? #1 Best-Selling Author "From Fear To Greatness" ? Forbes ???????
Honestly, even some of the most brilliant minds did not see it coming.?
Last year stunned so many of us. Especially as we were living through the last quarter of the year, we started experiencing a fascinating new monumental trend: the Great Resignation.
As so many are still waiting for the dust to settle or wrap their minds around what is going on, others took a proactive approach to recover from it as fast as possible and lessen its brunt by changing the course of action with a new strategy and direction.?
Now you might be wondering what happens after the Great Resignation. Another epic paradigm shift that, if you had asked me, was way overdue: the Great Reinvention.
The bigger question is why companies want to stay in the old dysfunctional structure of their organization and why they think restructuring is good enough. Based on my experience,?it is not!
For decades, companies ignored early warnings and symptoms of the need to revisit their companies' culture, talent and team development and overall structure in addition to their thought leadership.
But most of them focused on financial growth while neglecting internal infrastructure and their most significant assets — their people.?
As a result, so many missed their mark! And it was by a very high margin.?
We have tremendous opportunities to reset, reshuffle, reposition and reinvent.?
That is indeed easier said than done. Why? Because we need to do that through all levels of the organization, which requires some serious skills and abilities. It may be impossible to solve these complex issues with the same people who created them. As a result, many hard decisions need to be made, starting at the organization's top.?
And that calls for a Great Reinvention! Otherwise, leadership will rely on external expertise in the form of advisors, strategists, consultants and coaches to get through the magnitude of issues they face daily.?
That creates codependence on external resources versus building internal capacity to tackle these complexities to reinvent their companies.
Today, organizational charts look like a road with many unexpected potholes that are harder to navigate or avoid at an accelerated speed. Sounds familiar, right?
To speed up, we need to slow down first and adjust the course of our direction, evaluate our decisions and revisit our dedication to who and why.
As a new year approached, I was thrilled to hear new conversations that started happening in a highly progressive and achieving circle of executives, recognizing the importance of reinvention and bold action right at the top. It is a massive, comprehensive undertaking, and it will take time to solve it effectively with high-value delivery in every layer of the organization before addressing external expectations.?
Some of the companies affected the most were in the leisure, hospitality, retail, tech and healthcare industries. But why? What is the real root cause?
Workloads and burnout may be some of the main issues besides lack of leadership and support. If we dive deeper with supporting analytics and data, we may discover other symptomatic problems that we need to fix quickly.?
The hidden truth is that most global companies — regardless of the industry or the type of organizational structure, ranging from functional top-down or flat to divisional and matrix — have experienced firsthand a plethora of the same issues.??
Having a clear understanding of why we are experiencing these issues in the first place can help us effectively solve them — but we need to be brutally honest with ourselves and the leadership team.
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More than ever, effective leadership and accurate data play an essential role in leadership, talent and organizational success.
Are you ready to create a data-driven organizational reinvention and talent retention strategy? Are you positioned correctly to implement this tremendous opportunity??
It is essential to stay current on trends for talent and organizational needs with an innovative, forward-thinking mindset and approaches. That alone will be an excellent turning point from resignations to reinvention.
But if you want to solve these issues like a true champion by creating a positive, profound impact on the future of work, the workplace and the workforce, then as a leader you simply need to do more.?
The willingness to transform an organization with newly developed and adopted business models will help accelerate organizational growth and attract some of the most innovative and creative minds.?
We must first change at the leadership and executive levels: how we interact, learn, collaborate and share knowledge, information and support. This will generate new value and growth-creation opportunities capable of competing with new digitally enabling capabilities.?
As a result, we should be able to anticipate new business models and new products and services, integrated with an environmental, social and governance (ESG) and digitalized framework, focused more than ever on people in addition to technology.?
At the end of the day, when we bring our people with us on this new journey, everything is possible!
It reflects so beautifully in their performance, attitude, engagement, innovation and creativity, to name a few.?
Do not underestimate the power of a stellar workforce experience and an effective work environment supported by a workforce strategy tailored to your organization.
End results are priceless.
NOTE: This article was originally written and published in Forbes .
Have an urgent need to discover How To Navigate From Great Resignation To Great Reinvention in your organization? DM me directly and my team or I will get back to you.
Live, lead, and leave your legacy today and every day! ~?Izabela Lundberg
Izabela Lundberg, The People Champion, is an?Author,??Forbes?Contributor, TEDx & Keynote Speaker,??Humanitarian,??Producer,??Podcaster?& Global Business Leader.
Izabela is solving the global" Great Resignation"?by creating a champion culture, thriving high-performing talent and teams, and legacy organizations.
To discover more about how Izabela and her team can assist you and your organization, schedule a?Complimentary Consultation?HERE.
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Senior DevSecOps Software Engineer
2 年Izabela Lundberg, M.S. one of the most challenging issues within a company is to get the root cause, often it requires the exponential thinking to create the fundamental different solutions from a different box instead of just making something better by being outside of the same box that created the problems, the same minds aka. same people ?? They should invest in the people and let them have a supportive growth mindset community so they can show appreciation and kindness and create a safe environment to make fundamental changes possible by reading publications to grow the capacity for exponential thinking ?? Thank you for sharing this loving post Izabela Lundberg, M.S. ?? ?? ?
Retired from The Hall of Justice over 20+ years. Talks about #motivation #inspiration #uplifting #positivity
2 年Excellent Article Izabela Lundberg, M.S.????
Strategic CEO | Forward-thinking Operational Visionary > Transforming Organizations through Strategy Implementation Innovative Leadership, Operational Alignment | Board Member ? Corporate Governance
2 年As a leadership consultant and thought leader, I completely agree with your insights. It's unfortunate that many companies have focused solely on financial growth, often at the expense of their internal infrastructure and their people. As you pointed out, this approach has caused many companies to miss their mark by a high margin. Resetting, reshuffling, repositioning, and reinventing an organization is no small task, and it requires serious skills and abilities. It's not easy to solve complex issues with the same people who created them, and that's why many hard decisions need to be made, starting at the top. In my experience, leaders who prioritize their people and invest in developing a positive company culture tend to see better long-term results, including financial growth. It's not just about the numbers; it's about creating an environment where everyone can thrive and contribute to the organization's success. So my question for you is: Have you seen any examples of companies successfully resetting and reinventing themselves after neglecting their internal infrastructure and people? And if so, what were some of the key factors that contributed to their success?
Husband, father, SEO getting you consistent, unlimited traffic without ads ???? FreeSEObook.com, written from 18 years as SEO agency owner
2 年An excellent article about transitioning a firm from the Great Resignation to the Great Reinvention, Izabela. I am with you. Being honest with ourselves, having the will to make changes, and having a clear knowledge of why we are experiencing these challenges in the first place can help us address them efficiently.