Challenges CEOs Face Heading Into 2021: As the calendar shifts to 2021, you might feel some comfort in putting 2020 in a behind-the-scenes look – but if you don’t feel total and immediate relief, it makes sense. The scenario will not change itself overnight.
In fact, many changes have occurred since March, and there is still much uncertainty. About 70 percent of the 160 CEOs surveyed for the 2021 CEO Benchmarking Report, run by The Predictive Index (where I am CEO) Restructured their teams.
We are hoping, even for a W-shaped economic recovery. But a contingency plan and further forgings are not mutually exclusive. Whether your organization has stabilized, is back in the pace of growth, or is barely surviving, you will have to strengthen your talent strategy for 2021.
The data from the report showed that leadership is still the most important:
- team cohesion
- Manage people’s problems
- Redo remote work
So how do you deal with these pressures while in competition? You are really good at talent customization. By taking advantage of behavioral data and self-awareness, you can help your teams work together while your organization is set to capitalize on the seismic shifts Kovid-19 has forced.
How do I go
Rainforce team cohesion
What difference does it make in six months. The Chief Executive Officer’s data confirms what we had already realized: there was nothing like March in September.
88% percent of respondents felt their teams had “strong consistency” in Q1, a figure that dropped 10 points by Q4. And the percentage of people who “strongly agree” with that statement fell from 58 to 41. Gone.
You can understand why reconciliation has been encountered. Not only were most organizations forced to reorganize – many did so at the same time, overhauling their strategy. More than 96% of CEOs confirmed that they had to adjust operating strategy in one form or another since the epidemic; 50% did so “to a great extent.”
When talent and business strategies do not align, cohesion and engagement will suffer. You will be forgiven for letting these areas slip in the summer. But it is necessary to get everyone on the same page in 2021 to boost trust and productivity.
If you don’t already have people, you should know about them. Their strongest behaviors drive, their strengths and how they complement their peers.
Next, think about how those behavioral drives play at the team level, where blind spots can persist, and how that team’s quest aligns with how it works. Do you have an innovative team following a results-oriented strategy?
Until you understand who you are as a person, and as a group — and how your collective behavioral style helps or hinders your strategy to be executed — you are a part of a fully united unit. Cannot function as.
Manage people’s problems
Another reason executive teams are struggling to get everyone aligned? Many are still stuck managing day to day issues.
Some 58% percent of CEOs admit they commit interpersonal conflicts “at least monthly”. Many employees are working remotely, often within new teams. So it is no surprise that 56% of the respondents cited performance and productivity as the top concern.
If you have not come out of the problems of your people then you cannot work at peak efficiency.
The circumstances are uncertain; The remote work is done indefinitely; People are stressed and fatigued with roles and strategies.
Not everyone is as productive in remote settings, and that productivity can be difficult to measure when you can’t see them. But promotes discretionary effort of engagement. And if engagement suffers, more often than not, it is due to poor fit at the team or managerial level.
When you assess your teams, be sure to identify who is working with whom. now. Talent identifies strengths and gaps in customized team relationships, and they anticipate where conflicts may arise. Have you run an engagement survey since spring? If not, now is a good time to do it.
Trusted teams are also established in the trust. If trust is not a core component of your organizational culture, you may not engage in healthy conflict, or commit to move forward by holding each other accountable.
Trust that everyone is well informed, and lead with empathy. We are all experiencing different levels of stress. Leaders who display self-awareness rather than leaning too much on their strong drives will better navigate people’s problems and oversee themselves more productive teams.
If you have taken care of your people, it will pay off as the comprehensive recovery takes shape. If you have burned them or neglected the root of their concerns, they may look elsewhere.
Redo remote work
It is worth remembering, in many ways, that we are building a house while we are still in it. More than half of CEOs consider their primary challenge to be “working remotely”. And despite it being more than half a year to find out.
Those who succeed will succumb to the remote work transition. Is already there. 97% of the respondents have involved remote work in some form or the other, and 76% of CEOs are allowing employees to work remotely all or most of the time.
This epidemic is defined by its uncertain nature, but we can do Control some elements of remote work. You have to be intentional about it. Collaboration tools such as Miro and Figma, and virtual engagement aids such as Mentini and Peer Deck. These not only help to visualize productivity when you cannot see busy conference rooms – they are essential to make remote work a competitive advantage.
If your organization can do really well on this remote stuff, it will open all kinds of new doors.
Remember that talent strategy does not go to a standstill
The war for talent may take place in a new scenario, but it continues. Companies are hiring again, and the best candidates don’t see a remote-friendly policy as a perk. This is now an expectation.
Q4 reports show that talent strategy is often neglected, with many CEOs withdrawing it in favor of other pressing issues. That is a mistake. You can adopt a 2021 talent strategy in conjunction with these other priorities.
Talented customized teams are better engaged. He aligns his business goals with the goals of his people. And they leverage behavioral data and self awareness to do remote work work.
All of us have tried this year, but the time has passed to sit motionless. If you have been true to your people, you can still win the war – even it changes location.