The document discusses the need for innovative leadership in a rapidly changing workplace, emphasizing the importance of empowerment, trust, and flexibility in management. It outlines how traditional work structures are evolving towards more decentralized, collaborative environments and highlights strategies for retaining employees. Ultimately, it advocates for organizations to streamline their processes and adopt new approaches to meet contemporary demands.

1. Changing Leadership"... innovations don't require genius, just a willingness to question the way things have always been done." ...Robert J. Kriegel with Louis Patler from ... If It Ain't Broke . . . Break It! 1

2. The World is Changing so We Have to Change How We LeadAs technology enables workers to decentralize their work, clocking "in" and "out" will no longer be necessary. Workers may rarely be in the office, and their working hours may bear little resemblance to the traditional nine-to-five schedule. What might the workplace look like in the year 2020?2

3. Changes We Can ExpectThough office buildings will not disappear, the space inside them will be reconfigured to support a workforce that comes in primarily to attend meetings and retrieve dataThe office of the future will be a place for focused work that requires true collaboration. It will also be a key site for socializing and cementing the relationships that keep an organization going. 3

4. Why Is This Important to Workforce Planning?Keeping employees is a key strategy for workforce planningThe #1 reason people look for another job is they do not like their supervisorThe need for leadership to be accepted and respected by employees is one of the most important strategies to employee retentionLeaders need to be more innovative and flexible in the future to lead in a changing workplace 4

5. The Current State of LeadershipWhat Is Working Now?What is Not Working?5

6. Leadership Skills to Take Us to the FutureEmpowermentBuilding TrustFlexibility/CreativityAttachment to the Outcome – No attachment to the process6

7. Source: Drawing by Leo Cullum in The New Yorker, copyright ©1986 The New Yorker Magazine. Reprinted by permission.7

8. Empowerment - DefinedGranting employees the autonomy to assume more responsibility within an organization and strengthening their sense of effectiveness8

9. Empowerment Includes:Letting employees complete their work in their own way within parametersAssisting employees to eliminate unnecessary work in order to streamline tasks9

10. Four Aspects of EmpowermentMeaning – their work is important

11. Competence – confidence in their ability, self-efficacy

12. Self-determination – autonomy to decide how to do the work

13. Impact – influence in their work unit10

14. How Managers Empower EmployeesSolicit input on a regular basis

15. Ask for help in solving problems

16. Let employees make progressively harder decisions

17. Remove bureaucratic obstacles19 -911

18. How Managers Empower Employees (Cont’d)Ask questions rather than supplying all the answers

19. Provide workers with info they need

20. Give employees freedom to respond to customer needs

21. Serve as a role model

22. Coach employees to mastery12

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24. Managers Still Have To:Know what is going on

25. Set or communicate the direction

26. Make decisions subordinates cannot make

27. Ensure that employees are on course

28. Offer a guiding hand and open doors14