The Manager’s Dilemma: Preparing for the Future
For managers, balancing the demands of today while preparing for tomorrow is no small feat. Supervisors are often consumed by immediate priorities including hitting targets, coaching staff and solving daily problems, leaving little space to think about how to stay ahead in an evolving business environment.
Yet the need to anticipate the future and adapt has never been greater. Whether it’s adopting agile leadership models, responding to technological shifts or meeting growing expectations for personalized employee support, managers need to be able to shift gears along with their organizations.
88% of executives agree that a growth mindset is essential for organizational success. As change accelerates, developing people leaders who are committed to learning continuously and guiding their teams through uncertainty becomes a strategic imperative.
What can be done to help managers face these demands?
Learning & Development (L&D) professionals can support supervisors by providing them with just-in-time tools and resources, empowering them to confidently lead the way to what lies ahead.
The Multi-Faceted Challenge
Preparing for the future is not a one-time project. It’s an ongoing practice that requires intention and consistency.
It’s important to note that readiness is not solely about predicting trends. As an example, I invite you to picture yourself back in 2019. Who among us imagined what 2020 had in store?
Future-proofing your workforce is about building the capabilities that allow teams to adapt to the external factors that shape our world. To effectively manage staff through the complexities of change, supervisors need to encourage ongoing development and model resilience. L&D can help people leaders think strategically and develop in-demand skills through flexible training.
Five Ways L&D Can Support Managers
1. Cultivate a Growth Mindset
64% of leaders whose companies prioritize a growth mindset report higher productivity and performance as a result. To foster a forward-thinking mentality across the company, it’s integral that managers embrace it first. L&D may support this shift by:
- Designing personal reflection exercises to help individuals pinpoint areas of improvement and mental blocks
- Investing in tools like the Emergenetics Profile that reveal individual gifts and tendencies
- Partnering with supervisors to craft custom development plans that energize them
2. Promote Team-wide Adaptability
Employees who are resilient report higher levels of innovation than their peers. This capacity to persevere is also vital in a constantly changing business landscape. L&D can help managers encourage adaptability in the workplace by:
- Exploring how different Thinking and Behavioral Attributes embrace risk-taking
- Establishing group norms that encourage experimentation and agility
- Empowering bosses with tools to discuss self-care and self-management practices, ensuring team members take care of themselves first
3. Proactively Address Future-Focused Skills Gaps
More than one-third of workers’ competencies will become outdated over the next five years. Setting supervisors up for success requires a careful evaluation of the talents that will drive ongoing growth for the business. L&D may take action by:
- Conducting skills-gap analyses to aid managers in identifying needs across teams and levels
- Co-creating upskilling and reskilling plans with leaders for their direct reports
- Providing accessible, on-demand learning options that integrate into active schedules
4. Balance AI and People Competencies
While I often hear that digital fluency is a top priority for businesses, soft skills remain essential. It’s not a question of either-or. Businesses will need both technical and human talents to thrive. L&D can elevate these talents by:
- Delivering training on agile mindsets that emphasize flexibility and iterative problem-solving
- Enhancing people skills like empathy, communication and influence
- Creating best practice guides around AI and data literacy to promote smart, actionable usage
5. Build Mentorship and Coaching Networks
Only 40% of employees have a mentor, and of those who do, 91% report feeling satisfied with their jobs. Peer-to-peer development is a powerful way to share knowledge and leverage strengths across the organization. L&D can cultivate these networks by:
- Facilitating formal mentorship programs that connect experienced leaders with newer managers
- Implementing cross-functional training to broaden perspectives
- Providing tips and job aids for participating in effective coaching conversations
Looking Ahead with Confidence
For organizations that want to remain competitive, preparing for the future is not optional. It will require action from team members across the company.
Steer your leaders in the right direction by encouraging them to harness these three mindsets:
- Embrace the role of a lifelong learner
- Be open to change
- Remain curious
By ensuring managers have timely resources that help them plan for anticipated shifts as well as resiliency when surprises arise, L&D professionals will support leaders in achieving higher levels of performance and engagement. When supervisors are primed to guide their teams into the future, the entire organization becomes more effective, innovative and capable of navigating what comes next.
Interested in more tips to help your organization’s supervisors? Download our eBook, The Manager’s Dilemma: Navigating Corporate Mandates and Team Needs!
Or, fill out the form below to speak with one of our staff members about how Emergenetics can future-proof your workforce!
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