Pending the New Normal
If I were a History student in the year 2080 asked to research the post-pandemic workplace, here are the some of the words I would use to describe it based on 2022 content:
We talk about the new normal as though it’s here and we’re in it. But this isn’t normal.
We’ve over-rotated on remote work and new technologies in our definition of the new normal and both are at the source of many of these feelings.
I encourage us to consider the following. This definition serves those in power. It’s a productivity play. It serves to make us smoother cogs in the wheel.
The real work of defining the new normal requires vision and creativity. And by creativity, I’m calling up Oli Mould’s definition: “to link up with other cogs in an unprecedented way to create problems for the machine.” Oli Mould, Against Creavity, 2018.
Opportunities for this type of creativity are found in 1) diversity and inclusion, 2) meaningful work, and 3) distributed leadership.
So why haven’t we focused here? We’ve been distracted as a society. We’ve spent two years engaged in chatter about remote work.?
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If you were to ask me, the new normal is a diverse group of people engaged in meaningful work delivered within a distributed leadership model.
To make this real is incredibly difficult. It would require dismantling the current power structure at a systemic and societal level. It would require breaking down intergenerational and ingrained beliefs on leadership (centralized) and management (command and control to optimize).
But tell me you’re not ready for meaningful work within an environment of respect and inclusion.
Enough of the chatter. It’s time for real vision and leadership.
Those who will define a new lasting normal are those who are:
They might have a different vision from mine and that’s ok. The point is they're engaged and committed to defining a vision that creates new conditions.
If I were a History student in the year 2080, I’d read about the leaders who cut through the chatter, engaged, and did the hard work. These are the leaders who will make History.?
Strategy and Management Consultant - Entrepreneur
2 年"Distributed Leadership" implies flattened hierarchy. For that to work, a high level of trust, empowerment, and autonomy is required. The concept of "intrepreneurship" comes to mind. It takes very strong leadership to facilitate this culture change, one based on empathy, authenticity, and not inhibited by ego. Our reward structure is often mainly quantitative or power based, which can perk up ego.... Those dimensions need to be considered when moving toward the model you propose, which I firmly believe is not only necessary, but critical to a healthy, creative and productive work environment. I am a firm believer it can be done, but for that, we all need to check our egos and biases at the door, and get on with it :-).
Problem solver
2 年I think we need to stop worrying about where the work is being done from, like you said stop being distracted by the term remote work, and focus on developing leaders that truly embrace and value diversity and inclusion and do not manage by command and control. Let the people vibe to their own frequency!
Creative Strategist | Generalist | Business Management Consultant | High Stakes Facilitator | Executive Performance Coach
2 年YES YES YES! We need to find those leaders, showcase them and spread their approach