Eric Swenson, leadership and workforce strategist and author of The Five A’s of Great Employees and Managing People in the 21st Century hosted a webinar for Ascentis.com that provided insights into what he believes will be Human Resources’s top trends in 2019, and how to face the changing world of Human Resources.
Technology continuing to increase
As businesses try to keep up with the almost constant increases in workplace technology and utilise them to improve their training, recruiting, engagement and other facets of HR-related activities, the HR professional must realise (if they haven’t already) that technology will be their new best friend when it comes to workplace relations. Innovation and productivity will be driven by technology, aided by those in HR who embrace the advantages that said technology gives them.
Adapting to the changing workforce
It’s already occurring in many companies around the world, and as more Millennials enter the workforce, they bring with them the desire for working remotely, including overseas, to maintain a better balance between life and work. Businesses need to be prepared to offer opportunities to work remotely and adapt their HR functions to suit this new workforce. Training, team-building, recruiting and more will require innovation to keep productivity at acceptable levels.
Reconnecting with your employees
With more and more people working remotely, it can be hard for them to fully engage and feel part of the company’s culture without being physically surrounded by it. HR needs to get creative this year, to help ensure that the culture of your company is integrated into everything your employees go through, whether it’s in the recruiting process or retention.
Leaders encouraging innovation
The ‘do as I say, not as I do’ manager’s days are numbered in 2019, as leaders who are vulnerable, authentic, brave and open continue to get the best from their employees. Improve productivity and employee satisfaction by providing chances for them to use their skills and strengths, to work autonomously and have a bigger say in company goings-on
Continuing to stand for equality
In this era of #metoo, it’s more important than ever for HR representatives to be aware of workplace harassment; how to address it in the workplace and helping women in new leadership roles feel comfortable.
Be willing to take on those less skilled
When struggling to fill positions, you’ll need to look at those applicants who aren’t as educated or skilled and be ready to up-skill and train them for the roles that need filling. Many applicants aren’t as formally qualified as previous generations (for a number of reasons) so this means taking a chance if you want more employees.
Providing a purpose
Millennials, especially, are more productive and likely to remain with the company if they’re able to find meaning and purpose in what they do. To keep up with this and retain your best employees, as an HR professional you’ll need to be evaluating your corporate responsibility and the social purpose your business serves regularly, to make sure they align with the organisation’s goals and values.
Leadership is changing (our research)
Organisations and HR must radically rethink all of their stakeholder interactions, especially those involving their human capital. This includes how to acquire, deploy, develop and retain their people. Bold leadership characteristics will be required to ensure your business adapts and thrives. From our research, we’ve distilled the following competencies that we think will be critical for the 2019 Leader:
- Collaborative Orientation
- Developer of People
- Emotional Intelligence
- People Management
- Courageous Leadership
- Learning Agility
- Global Mindset
- Cultural Agility
- Future Focus
- Leading Change
- Innovative/Creative Champion
- 360 Communicator
What are your organisation and L& D teams doing to prepare your current and future leaders and how many of these competencies are being developed? This is where LeadershipHQ can help!
We need to be adaptable as the workplace continuously changes, to ensure they can keep the organisation on the right track so that the company isn’t left behind. Reflection and evaluation need to be practised regularly to stay on top of the game and determine the effectiveness of your strategies.
For more information please read these great white-papers from HR World and PwC too.
Let me know your thoughts or any other trends you are seeing.
Sonia McDonald is one of Globe’s leading leadership executive coaches and keynote speakers, as well as an advisor, thought leader, and author. She’s also CEO and founder of LeadershipHQ and has been named as one of the Top 100 Australian Entrepreneurs and Top 250 Influential Women in the world. LeadershipHQ are leading the way in leadership and work with Organisations and Businesses such as Qantas, Thiess, Super Retail Group, Brickworks, Kane Constructions, Bartons, EY, Maurice Blackburn, Grant Thorton, and Minter Ellison. LeadershipHQ partner with businesses in building great leadership and people development through their cutting edge and high impact leadership programs, coaching, workshops, resources and events.
Sonia has worked, coached and spoken in front of people around the world, encouraging them to succeed by reaching their full potential and inspiring leadership greatness. Sonia has written several books on leadership: Leadership Attitude, Just Rock It! and Neuroscience of Leadership, and she writes regularly for publications such as The Australian, HRD Magazine, Smart Healthy Women and Women’s Business Media. She has been published in BBC Capital, The Australian, HRD Magazine, Business Insider and Richtopia. She has spoken at numerous leading conferences, companies and events across the world with her vision to create authentic, kind and courageous leaders and organisations.
Anyone can ‘lead’ if their idea of being a leader is old-fashioned and involves them saying one thing and doing another, and bossing everyone around!
Authentic leaders are those who are trusted and keep an open and honest atmosphere while ROCKING IT. They inspire and motivate their team every day! Leaders don’t have titles or roles, they just take charge and get it done.
But just how do you become an awesome, authentic leader?
Here are 3 tips to start improving your leadership skills:
1. Be true to yourself
This is something we should all practice in every area of our lives, but it’s especially true for leaders.
You can often tell when someone is ‘faking it’ and doesn’t really know what they’re talking about. Is that someone you would look to for leadership? Of course not!
Be yourself and show people what you believe in – don’t just tell them! Genuine people make genuine connections.
Watch More Here by Bill George on Authentic Leadership
2. Serve others
You need to genuinely care about others on your leadership journey, and not just focus on yourself! Being all about others should be your primary focus as you write your leadership story. You will fall down and make mistakes, but failure is a part of any journey to great leadership – so don’t let it STOP you!
3. Empower others
We know nobody is perfect, so don’t pretend to be! People connect with those who admit their mistakes and are open about when they stuff up. Be honest, and you’ll empower your team to push through and learn from their own shortcomings and weaknesses.
If you want to kickstart your leadership journey, you need to join our Leadership Academy! We know this online program – starting from just $10 a week – will change your career or business in no time, and bring out your inner authentic leader!
I’m all about helping people, especially women, reach their full potential as authentic leaders – as you’ve probably noticed by now! It’s a subject close to my heart, and when I saw that there are only 14 women chief executives at the helm of the top 200 companies, and 24 women CFOs, it gave me the push to start my brave program and conference for women leaders (to find out more about brave click here at https://leadershiphq.com.au/brave/)
It’s incredible in this day and age that there are 23 companies in the ASX200 without any women as top leaders! This is according to the CEW ASX200 Senior Executive Census from this year. The number has gone down; it was 41 companies last year! But 23 is still an unacceptable number.
The Census doesn’t look at women on company boards (which is another issue I’m incredibly passionate about) so for now we’ll be focusing on chief executive positions and companies that are missing women in those roles.
Have a look at these key stats from this year and last year:
The number of ASX200 female CEOs:
2017 – 11
2018 – 14
The number of ASX200 female CFOs:
2017 – 17
2018 – 24
Number of companies with no female representation in their executive leadership teams:
2017 – 41
2018 – 23
Number of women in the ASX200 executive leadership teams:
2017 – 381
2018 – 430
Number of men in the ASX200 Executive Leadership Teams:
2017 – 1423
2018 – 1428
Shocking, isn’t it?? 1428 men and only 430 women! We still have so far to go in terms of equality, even though we’ve come a long way already.
Here are just some of the companies that don’t have any women in their executive leadership teams (we can help!):
- ARB Corporation Limited
- Evolution Mining
- James Hardie Industries
- JB Hi-Fi
- Pilbara Minerals
- Shopping Centres Australasia Property Group
- Washington H Soul Pattinson & Company
- Whitehaven Coal
That’s just a sample! Isn’t it terrible that so many big companies are missing women at the top?
All companies needing to be focused on placing women into the important line roles, roles that have a direct effect on commercial outcomes, like being the head of a business unit or a COO. 78% of the 23 CEOs appointed this year (up until August) were those who held these sorts of line roles – and 88% of lines roles are held by men, which is hardly surprising.
Companies without women in lines roles have reduced from 63% last year to 59%, and shows the slow change towards equality in top leadership roles. I will continue doing my part to inspire women and give them the tools they need to take charge and ROCK their positions, to get to the leadership roles they deserve!
I’m finishing this blog with a shout out to the 14 female CEOs listed in the ASX200. You ladies ROCK IT! And kudos to your companies for working towards equality in the workforce!
- Mirvac’s Susan Lloyd-Hurwitz
- Fortescue Metals’ Elizabeth Gaines
- REA’s Tracey Fellows
- Harvey Norman’s Katie Page
- The A2 Milk Company’s Jayne Hrdlicka
- Coca-Cola Amatil’s Alison Watkins
- Incitec Pivot’s Jeanne Johns
- Bendigo and Adelaide Bank’s Marnie Baker
- Viva Energy’s Margaret Kennedy
- Chorus’s Kate McKenzie
- Estia Health’s Norah Kathleen Barlow
- Lynas Corporation’s Amanda Lacaze
- Ausdrill’s Theresa Mlikota
- Genworth Mortgage Insurance Australia’s Georgette Nicholas
About the Author Sonia McDonald
Sonia loves to build and develop future CEO’s, Leaders and Entrepreneurs. Sonia McDonald, CEO & Founder of LeadershipHQ; is an Entrepreneur, Thought Leader, Dynamic Keynote Speaker, Leadership Coach and Author of Leadership Attitude and Just Rock It!. Sonia McDonald was recently named in the Top 250 Influential Women across the Globe and Top 100 Australian Entrepreneurs by Richtopia. She is one of Australia’s Leading Leadership Executive Coaches, Advisors and Keynote Speakers. Her passions are coaching, keynote speaking as well as leadership development and advising on boards.She loves to inspire & motivate leaders to think differently, be the best they can be & empower everyone to see themselves as leaders. She is making a difference. Her purpose is to build leadership capability, confidence and leadership attitude across the Globe.
She has over 25 years’ human resource management, leadership and organisational development experience. She has held senior leadership roles in organisational development, learning and development, human resources and talent management fields across the Globe. She is passionate about cutting edge research and consulting in her industry as well as innovative tools and strategies around Leadership, Organisational Development, Neuroscience and Diversity.
Sonia’s expertise in organisational development, learning & development, facilitating, and leadership development makes her an excellent leader to partner with organisations and CEOs to ensure the full potential of their business is achieved through its people.
She is about RESULTS! Sonia has been published in The Australian, HRD Magazine, Business Insider, Business Woman’s Media, Style Magazine, Richtopia and Women in Focus. She is an inspirational and dynamic Leadership and Neuroscience Keynote Speaker. She will engage, educate and change the hearts and minds of your leaders and organisations.
Please contact Sonia here at http://soniamcdonald.com.au/ or http://leadershiphq.com.au/
‘’How gender inclusive is your business?’’
‘’It’s very inclusive. About 50% of our employees are women. We have a new policy which encourages female recruitment.’’
‘’That’s great! How many women do you have on your board?’’
‘’And how many female execs do you have?’’
‘’OK. What about your senior leadership team? What percentage of women do you have there?’’
‘’Yeah, maybe 10%? But we have around 20% at middle management level, and probably 40% or more at the lower levels.’’
At the moment, this is pretty typical of most businesses. According to the Workplace Gender Equality Agency, only 16% of CEOs and 27% of Key Management Personnel in Australia are women. Businesses are conscious of the need and the benefits of having a better gender balance across the organisation, and they are trying to get there.
But gender diversity is about more than numbers.
It’s about what is really going on inside the organisation.
A report released last year by The Boston Consulting Group suggests what’s really stopping your business from moving forward with gender diversity. Do you know what it comes down to? The report says it’s a “a mismatch between the perceptions of women and those of senior leaders—who are overwhelmingly male at most organizations—regarding the main challenges to achieving gender diversity.”
They give this example. When asked, women say their biggest blocks to building a leadership career are obstacles to promotion and issues with retention. Male leaders think the problem lies in recruitment, so businesses are focusing their gender diversity efforts on a system which is not the main issue.
Another example the report gave was the issue of flexible work programs. Across the board, men and women ranked it as the most effective gender diversity intervention, yet senior males ranked it at number eight.
What it boils down to is this.
Until you go out and talk to the people involved – the women in your business – you’re never going to know what the real issues are. You can’t be a gender inclusive organisation if you’re not dealing with the biases or mismatched perceptions behind the decisions which are being made.
You can’t solve a problem when you only have half the information you need.
Take a look at the gender breakdown throughout your business. Where are the females well represented? Where does that representation stop?
Now go out and find out why that is. Talk to your people, male and female, and you’ll be closer to the truth than you’ve ever been.
Now is the time to show leadership in gender equity and to take steps towards improvement.
To help your current and emerging female leaders, consider enrolling them in brave Women Leading so they learn to understand and use the skills they have. Strong female leaders will add balance to your business and ultimately boost your bottom line results. Call today on 1300 719 665.