People are still finding their way through the crisis and ever since the COVID-19 lockdown rules have started to loosen, there is this urge to go back to something. And you might have – as many others – noticed already that this is quite impossible. There is no real “going back” to something after this exceptional time. And maybe that’s better than it might seem.
New normal = new people?
There are some key learnings from this crisis that should have changed the way you look at your business. It has shown that these times can come at any given moment and they call for a middle management that is resilient. Resilience has been around before this, but it has never been so crucially put to the test. Neither has the ability of the C-Suite to be ready for whatever comes next. It is not about being afraid of the next hit but being ready for the next hit – as well as setting the course for the “new normal”.
It helps to be aware of what the flexibility of workplace really means. Where is the work really done, not only physically but where is value created in your product, in your company? How is it created? To really know what you have to do to conquer the “new normal” now really means to know which people you need to hire right now. Hiring might not be the first thing on your mind in difficult times, but it should be. And for a lot of people it is. And who is it, whom you need to hire right now?
New normal = new leadership?
You might think you have really specific needs and there is no way I could know them. Because I’m sure you need more people in your company that have, in addition to the specific technical knowledge of your industry, certain behavioral traits that you can’t really measure. Or you need to measure differently. Let me give you an example.
There can be times when I get into a search process that I’m ready to go but wait and wait and wait for the job profile. And it turns out (even sometimes after I read the job profile) that the company doesn’t really know who they are looking for. In fact, a lot of times they don’t. That doesn’t mean that they don’t know what they need, but that they don’t know who that is. Or mistake someone for being that person. And we all know how expensive it is to hire the wrong person.
It’s more important than ever to assess specific behavioral traits in your candidates for this “new normal”. Does that mean you need a “new type of leaders”? From my point of view – YES absolutely! It will be the time for the leaders who are:
- leading their direct reports on an individual basis
- giving power away by empowering others
- creating an inspirational environment and care less about their own status
- taking care that positive impacts and results can take place
The big ego shooters should think about their future.
New normal = new expertise?
The way to assess this is by using the experience of hundreds of placements, assessments and coaching sessions. If you find them… because that, frankly, is the hardest part. There is a reason for the ever-increasing numbers of outside consultants helping companies with their hiring needs. Recruiting from your own workforce is largely a thing of the past and the vast “out there” needs to be tamed. And that’s where the people are, that you need to recruit right now.
What does your “new normal” look like? Are you up for it?