Alexi Robichaux’s Post

Business leaders today face significant organizational shifts that impact structures, processes, and people. The State of Organizations 2023 report by McKinsey helps leaders navigate these shifts. It includes insights from a survey of 2,500 business leaders and best practices from successful organizations. The ten key shifts are: 🚀 Increasing speed, strengthening resilience. 💼 'True hybrid': Balancing in-person and remote work. 🤖 Making way for applied AI. 🤝 New rules for attraction, retention, and attrition. 🔑 Closing the capability gap. 🌟 Balancing talent allocation. 🎯 Self-aware and inspiring leadership. 🌈 Meaningful progress on diversity and inclusion. 💡 Mental health interventions. ⚙️ Boosting efficiency. Find out more here: https://mck.co/3roDdUU #Leadership #OrganizationTransformation #BusinessChange #ChangeManagement

🖥️ 𝗔 𝗟𝗮𝗯𝗼𝗿 𝗗𝗮𝘆 𝗧𝗿𝗶𝗯𝘂𝘁𝗲 𝘁𝗼 𝗙𝗿𝗮𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 🚀 Labor Day is a time-honored tradition to acknowledge the dedication of workers across industries. In this era of interconnected business strategies, it's essential to recognize those fractional executives who bridge gaps, inspire transformation, and drive operational efficiency. 🌐 Strategic planners, team facilitators, operations experts, and innovation leaders are vital. Their knowledge and approach guide businesses in optimizing performance, ensuring growth, and adopting forward-thinking initiatives. While their impact may often be woven subtly into the tapestry of an organization, their contribution to sustainable success is undeniable. 📘📈 As we head into Labor Day weekend, let's recognize how fractional leaders are revolutionizing the definition and dynamics of "work," proving that adaptive expertise can truly redefine industry standards. 🙌 #FractionalExecutives #FractionalLeadership #BusinessInnovation #LaborDayRecognition #StrategicMinds #LaborDay2023 #FutureofWork

Navigating the New Complexities of the Business World: The Imperative of Systems Thinking for Business Leaders! In today's fast-paced ever-evolving business landscape, leaders face unprecedented challenges like globalization, technological disruption, shifting consumer demands, and environmental and social issues that demand innovative approaches. Traditional linear thinking is proving inadequate in the face of new complexities. Enter Systems Thinking. Systems Thinking is a holistic approach that views organizations as interconnected systems rather than a collection of isolated parts. It encourages leaders to consider the broader context, understand the concept of emergence, the interdependencies, and recognize the ripple effects of decisions. Understanding feedback loops (Positive and negative) is crucial for anticipating and managing the consequences of decisions. Systems Thinking provides a comprehensive view, enabling leaders to make informed decisions that consider systemic issues rather than merely treating symptoms. As the business world becomes increasingly complex, leaders must embrace a paradigm shift in their thinking. By adopting this approach, leaders can navigate uncertainties, drive innovation, and steer their organizations toward sustainable success in an interconnected world. #complexity #emergence #interconnected

Are you results focused or people focused? Perhaps you are a unicorn and in the 1% of leaders who are both. (David Rock) According to Matthew Lieberman leaders who are both people and results focused were rated as great leaders a massive 72% of the time. Compared to those who were exclusively results or people focused, where the rating is a very low 14% or less! For decades we have run our companies in a business centric way, driving results, often at the cost of people. We cannot treat people as if they are dispensable, just cogs in a machine that can be changed and moved whenever needed. But we still do. As we shift from the knowledge economy into what many are calling the relationship economy, it is time to boost our human skills and develop human centric leaders who create organizations where everyone thrives. Rethinking how we lead and work and focusing on being human centric will bring better business outcomes. Business-Centric companies: Focus on growing and optimizing the business, fitting people into the system. Human-Centric companies: Prioritize listening, understanding, developing, coaching, and unlocking the potential of employees. Enabling business growth through the people. What can we start doing? ➡️ It starts with your leaders. Ensure to develop them for this new era of work. ➡️ Ditch the performance management system for growth dialogues to unlock the potential of your people. Coach them. ➡️ Forget linear careers and enable your talent mobility strategy, so people can move around the company. Invest in an AI powered talent mobility platform. ➡️ Focus on skills more than jobs to maximize the capabilities of your people, create internal and external side hustle opportunities ➡️ Support people to learn at work. Invest in an AI enabled autonomous learning platform to personalise learning and create knowledge sharing communities at work. ➡️ Listen to your people. Empower them. ➡️ Learn from other companies e.g. Hitachi focused on ONE human metric and that was increasing employee happiness. This resulted in a 10% increase in profits. Be a human centric leader and create sustainable human centric workplaces where your people AND your business thrives. Read my newsletter for more on human centric leadership. https://lnkd.in/dCZtttJh #CEO #CHRO #Humancentricleadership 🔔 Follow me for more insights on human centric leadership.

C-Suite leaders have focused on how to build high performance cultures. Ironically, research revealed that building a culture focused on performance may not be the best, healthiest, or most sustainable way to fuel results. Instead, it's proven that creating a growth culture is more effective. Give our latest blog post a read to learn more: https://lnkd.in/guv4vp3j #GrowthCulture #HiringHelp #TechJobs

The definition of leadership has been rewritten, and our understanding of the leader-employee bond is evolving at a pace never seen before. Here's what we're observing: 1. Beyond Hierarchies: While some companies remain rooted in top-down leadership, pioneers like Haier corp are embracing the Rendanheyi model, fostering a decentralized ecosystem responsive to user needs. The message? One-size-fits-all no longer applies. 2. The Emotional Quotient: Saleh Stevens of Continental Clinical posits that we've overemphasized the role of 'boss' and overlooked the vitality of employee social intelligence. My research reveals that today's leaders aren't just figureheads; they're coaches and partners. Their emotional intelligence is a shield against hubris, potentially safeguarding entire organizations from collapse. 3. Cultural Conundrums: With globalized workforces, leadership dynamics get trickier. Cultural variances demand a leadership style that's both flexible and informed. The playbook needs frequent revisions. 4. Communication is Key: Regardless of the leadership style, one element remains unchanged—effective communication. A bridge built on mutual feedback and understanding ensures alignment and cohesion. 5. The Challenge of Adaptation: Despite the evident benefits of progressive leadership models, transitioning isn't without hurdles. Balancing empowerment with discipline, especially across diverse cultural landscapes, remains a challenge. The future of leadership? It's empathetic, adaptive, and collaborative. The tectonic plates of leadership are shifting, and as they do, organizations that invest in emotionally intelligent leaders and promote open dialogue will likely lead the charge in their industries. #innovation #leadership #future #technology

The markets are changing at an icreasing speed for any kind of reason be it demographic trends, technological advancement or climate change. The changing environment puts more pressure on organizations stimulating adaptation measures. The need of adaptation calls for new leadership models. It became a common notion that a succesful leader needs to instill in the organization the ‘sense of urgency’ and thus improve its ability to change. Seems to be far from truth. People perform best when they are focused and have a clear understanding of what and why they do. Sense of urgency generates stress and busyness. Stressed organizations loose their capability of serious thinking and lean towards short term measures and actions. Stressed employees burn out or lose motivation and traction with the organizational goals. In other words this ‘red-bull’ leadership approach destroys organization’s long term capabilities in favor of short lasting gains that fade over time. I would instead bet on cultivating ‘sense of importance’ and choose sharper focus over speed of action. Prioritization will help to speed up the organization without making everyone busy and stressed. And once there is an alignment around really important things, the right actions will be taken on time, without additional stimulation by fear like ‘look what happened to Kodak’. Well, it happened to Kodak not because the teams were not busy enough, but because the leadership overlooked something really important coming their way. #leadership #organizationalhealth

In today’s rapidly evolving business landscape, the importance of listening to a diversity of perspectives cannot be overstated. As leaders, our decisions shape the future of our organizations. However, when surrounded by ‘yes men,’ we risk creating echo chambers that stifle innovation and lead to strategic blind spots. Diverse perspectives bring a wealth of ideas, experiences, and insights that challenge our assumptions and drive us toward better solutions. They foster a culture of critical thinking and resilience, essential for navigating complex challenges and seizing new opportunities. Encouraging different viewpoints ensures that our strategies are robust, inclusive, and adaptable to change. On the other hand, a culture dominated by yes men breeds complacency and groupthink. It undermines the very foundation of strategic decision-making by filtering out dissenting opinions and valuable feedback. This can lead to costly missteps, missed opportunities, and a disconnect from the needs of our customers and markets. As executives, it’s our responsibility to champion diversity of thought and create an environment where all voices are heard and valued. This not only enhances our decision-making but also builds a more innovative, agile, and competitive organization. Want to truly grow business the right way? Commit to embracing diverse perspectives and breaking free from the comfort of conformity. #Leadership #Diversity #Innovation

Truly wise reflection on leadership.