This article by Deborah Wilson (Director - Trevor Roberts), is a great snapshot of trends in workforce management. Deborah is a guest blogger on my site this week. Check out her latest article and keep
on top of trends in leadership development and changes to the corporate landscape in Australia.
Is your business placed to take advantage of changes and trends over the next 5 years? Are you putting the right workforce in place now to be ready for how you will be doing business next year and beyond?
Below is a snapshot of 3 workforce trends we see affecting Australian businesses over the next 5 years.
1. Transformation to a Service Economy
Increasingly in Australian businesses we are seeing the trend to offshore or even the elimination of entire job classes. This applies particularly to manufacturing and low skill roles. Australian businesses will become more service oriented as we focus in on the part of the supply chain that we can be most competitive, ie: building relationships with customers.
What is your service culture? Can you compete with low priced, overseas alternatives?
Leveraging your competitive advantage is critical to ensure you’re building expertise in sales and service arena, as the competition from overseas cheaply made products makes it all the more important to know what makes your company special to your customers.
2. Baby Boomers, Time to Leave Work
Do you have the right career transition strategies to deal with an ageing workforce? Will you have a shortage of experienced middle to senior management staff?
The kind of management skills that come with experience over time can be critical to helping your business survive through the ups and downs of the economic cycle. The generational change that we are seeing in the Australian workforce now, means that increasingly younger and less experienced managers are
coming to the fore.
Do you have the right workforce strategies in place to ensure you can attract these increasingly more scarce experienced mid-level management staff?
3. Re-emergence of Leadership Development
In the past 5 years Australian businesses have been focused on survival of the fittest. We have seen many leadership development projects cut or downsized. This trend is changing, and quickly! Over the last year, we are witnessing an increased focus on leadership development and a new dialogue about getting the
right person at the top, making sure we have the right career transition plans in place and fast tracking and keeping the good people at work.
To succeed in this tough new business environment, your business will need the best and the brightest at the top. One of the best places to find these bright sparks is within your organisation, your challenge is to identify them and make sure they stay with you over time. In a competitive economy, these leaders of the future are highly sought after. If you put the right leadership development programs in place now, then your employer brand can become more attractive than the competition.
To find out more about how to maximise your workforce and leadership development strategies, and ensure your business succeeds over the next 5 years, call Deborah Wilson from Trevor-Roberts for a confidential discussion on 0403 779 746.
(Deborah is currently Executive Director Client Development at Trevor-Roberts. She is a thought leader in her field of careers. She balances her role at Trevor Roberts as well as serving on the Council of Brisbane North Institute of TAFE and Board Director of Australia's CEO Challenge.)
Kirsty Janney - My Executive Coach - Personalised Coaching Solutions
I work with individuals, managers and their teams to improve performance at work every day.
To find out more contact me at firstname.lastname@example.org
Hard conversations are the ones you put off. They can be with a person you find difficult to communicate with, or maybe about a topic that you find uncomfortable. These simple tips can help make hard conversations easier on you and everyone around you.
The list of hard conversation topics that come up in coaching usually focus on things like giving negative feedback; asking for a pay-rise; delivering "bad news" and the list goes on.
Here are a few things you can do next time to make a hard conversation easier on yourself.
1. Set a Goal - Decide exactly what you want to achieve with this conversation in advance.
2. Rehearse - Practice what you are going to say, especially that one sentence that you know will be the tricky one.
3. Keep it brief - Often when people need to have a hard conversation they "skirt" around the issue. The receiver of your message knows when you're avoiding the issue. It's easier on everyone to keep your delivery succinct and to the point.
4. Depersonalise - Try to phrase your message in terms of your own feelings, and avoid being a finger pointer. Deliver your message in a way that makes it easy for the other person to co-operate, instead of becoming defensive. (eg: Instead of "When you do this, it wastes time for the whole team." try "When this happens at work, I find it very distracting.")
5. Back up Plan - Instead of worrying about the worst thing that could happen, why not re-direct this thought train into a way of creating a back up plan, in case you don't get your desired outcome.
Kirsty Janney - My Executive Coach - Personalised Coaching Solutions - I work with individuals, managers and their teams to improve performance at work every day. For a confidential discussion about your coaching requirements, contact me at email@example.com