As a small business owner my team is vastly different from the multidimensional teams, I was part of in the past. I am responsible for most of the expectations required to meet the needs of my clients, office administration, networking and representing my brand. Team members are contracted to assist me with bookkeeping, accounting and skills training. Being flexible, working from a strengths-based approach and reaching out to others for support when challenged has not changed.
What has also not changed is the need to determine beliefs, values and a mission statement to provide structure/boundaries to assist me remain true to my approach.
As Nova Scotian markets change due to turnover, lack of soft skills and mental health well being challenges organizations big and small need to alter their perspectives on team. Organizations resisting this reality are spending a lot of time and energy trying to keep things the way they have always been. Being flexible and altering one’s mindset is crucial to survive in todays market.
Not everyone approaches employee shortages the same way. Possessing a high catalyzing change, inspirational leadership, powerful influencing skills, communication, service orientation and intentionality competencies, in particular, will assist individuals implement and adapt to team flexibility within an established structure.
As individuals we establish hard skills that can be transferred to other professional contexts. These hard skills become second nature and we often loose sight of how we can apply these skills in alternate contexts. We also loose a level of confidence when we have been in the same position year after year as we aren't challenged. Opportunities to develop self efficacy and resilience are minimized when we settle into a rut.
Soft skills, social and emotional intelligence can be a goal in progress throughout your entire career. Unlike Intellect, there is no genetic ceiling. Employees require opportunities to establish "stretch goals" within their professional environments to remain engaged and growing. Training current employees to have multiple hard skills and social and emotional skills required within an organization is a smart approach.
Other strategies organizations are utilizing to retain employees and reach objectives involve altering hour requirements, where individuals go to complete their work, establishing bonds with other suppliers and working together to reach a customer goal. Organizations are also including mental health well being initiatives within their organizations.
Teams no longer can afford to work in silos and employees can no longer expect to only complete the job expectations they were hired for.
How do established organizations assist senior employees adjust to the changes required by businesses to survive? How do leaders assist employees understand that if change does not occur, clients will be lost and they may lose their job? Losing a job is forced change and it is harder than a change you choose to participate in. Growth is important to our mental health well being and it is a win-win as individuals experience professional and personal benefits.
Would love to hear what other organizations are doing to adjust to the changing market demands and lack of qualified employees? What out of the box strategies have you introduced into your team culture that have been beneficial to meeting your clients needs and retaining employees?
“Imperfect Perspectives" will consist of written and video format. The writing and videos will be imperfect as I am the composer and director and I am perfectly imperfect! Be genuine, have the hard conversations and be compassionate to self and other. Be empowered!