What does your ideal world of work look like? Hybrid? Personalised? Democratised? A new role to stretch you, new environments and ways of working that are more flexible, more inclusive, better than before? There are still so many questions about the future of work that the only thing that’s certain is that it’s uncertain. There’s never been such a huge shake up to the way we work, and after a period of accelerating digitisation plans and firefighting our way through a world pandemic, now is the time to take stock and reflect. To flex, to aspire, and to be who we want to be. Now is the time to create the working environments we want to see as L&D professionals; to inspire what could be as leaders, and to make it happen by working together as teams who are empowered to shape a better future together.
Organisations that are jumping ahead to practicalities like physical workspaces and productivity-based plans, or bouncing back to bad, old habits without looking at the purpose and preferences of their people are losing their talent; with a lack of empathy and flexibility representing some of the major causes leading to a mass resignation. Future-proofing your organisation for success therefore means not just adapting technology and skill sets but adjusting to the preferences of your people. It means to flex and personalise, adapt and democratise, putting your people in the driving seat of change. So, from the changing role of the leader, to upskilling for hybrid working, to looking at the future through the lens of colour,* here’s a collection of guides, eBooks, white papers, and articles from our experts, to help you shape the future world of work that’s right for you and your people.
Why do you do what you do every day? What values drive your people? What kind of culture unites and inspires your team? As the world and ways of working have changed, so too have the needs of customers and employees. Our research has shown that 71% of people who retook our evaluator in 2020 had changed wheel position. So, before diving into new office setups, hybrid models and new technologies, the ‘what’ you need to achieve and ‘how’ – it’s essential that you first look at the why. The more urgent the need for employees to upskill and adapt, the more essential it is to define your purpose and company culture; coming together around a collective mission and inspiring cultural behaviours that set the tone for the future.
Elanco wanted to partner with Insights to create a vibrant and inclusive work culture across geographies, languages and hybrid working environments.
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Employee engagement is a change in culture – a change in how leaders lead, what they do and the decisions they make.
Read moreJust like the future world of work, the role of the leader is changing – fast. An appreciation for empathetic leadership during the pandemic has changed the way we see leaders, with reports revealing that lack of compassion from management was one of the driving forces leading to people leaving them. And with the future still so uncertain, we’re reliant on the vision, resolve and resilience of leaders more than ever. We therefore need to equip leaders to not just manage change, but to connect with their people through empathy and awareness. Alongside the changing role of the leader is the changing view of leadership; with organisations who are innovating ways of working and putting people first standing out and succeeding the most.
Empathy is the most essential leadership skill -according to research.
Read moreAdapting to hybrid working environments, fast-changing technologies and advanced product offerings is no easy feat, so it’s no wonder that upskilling and reskilling was identified as the top priority for Learning and Development by LinkedIn this year. But after nearly two years of firefighting leading to record levels of burnout and a mass resignation, it’s no longer enough to help teams ‘survive’ huge changes, but to empower them to ‘thrive’ in a world of work that is designed for them, not just around them. From exploring how multi-functional workspaces could look if we designed them according to different preferences, to helping teams thrive in hybrid working environments, here’s our breakdown to help teams adapt and hit the ground running in a working world that has no intention of slowing down anytime soon…
The first in our new series on the new world of work through the lens of colour.
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A practical, how-to guide to help HR-managers create a climate of psychological well-being for managers, teams, and individuals.
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At Insights we use what we call colour energies to help companies all over the world improve the effectiveness of individuals, teams and leaders through the power of self-awareness. What are colour energies? Psychologist Carl Jung analysed behavioural preferences and came up with three sets of dimensions that have an influence on the way we show up: the attitudinal, decision making and perceiving dimensions. We took this theory and developed it into an easy to understand, four-colour model that gives people the language (and a starting point) to explore and communicate their preferences in the workplace.
From Fiery Red energy (Extroversion + Thinking), characterised by an external focus on action, independence and rapid decision making, to Sunshine Yellow energy (Extroversion + Feeling), characterised by an external focus on people, involvement, collaboration and ideas, to Earth Green energy (Introversion + Feeling), characterised by an internal focus on values, relationships, trust and support, to Cool Blue energy (Introversion + Thinking), characterised by an internal focus on knowledge, quality, reflection and understanding - each of these four colour energies show up in each individual in different ways. While we will have a natural preference for one colour energy over the others, it is the unique combination of all four colour energies that creates the unique YOU.
With so much change, bringing people together through the language of colour can help anchor and empower your people at the time they need it most. Firstly, helping them reconnect with one another after long periods apart and in new working environments. Secondly, helping them rediscover who they are as individuals after a period of extreme uncertainty and fundamental change.
In order to help people move from surviving a world pandemic, to thriving in the future world of work, the first step is awareness. Awareness of self helps people play to their strengths and understand their own preferences. Awareness of others helps people to communicate and connect through a sense of shared understanding. And situational awareness of the world around you and what you want to improve can help you use this opportunity to create active, positive change.
