5 More To Watch For In 2022: 5 Leadership Trends That Will Be Huge

5 Leadership Concepts to Focus on in 2022

If you’re in the process of reshaping your organization or strategy, it can be hard to predict where new trends might emerge. In this article, we unpack five leading trends for 2022 and 2023 that will drive improvements in everything from leadership dynamics to results.

1. Hybrid and Remote Teams

I loathe putting this one first because it is SOOOO overdone. However, this year over 83% of our clients requested this specific content be embedded in their Leadership Programming, particularly this fall as many organizations are implementing return to the office more vigorously.  

Of course, over the past 3-years, we have seen the advantages and disadvantages to hybrid and remote work. There is most certainly a divisive feel between those that love being 100% remote and the Elon Musk's of the world who firmly believe in-office is best. Ultimately I think the best decision for your company is one that takes into consideration the type of work you do, the type of teams and culture you want to cultivate, and one that takes employee feedback into consideration. Top that all off with some data to provide smart decision-making and you're in business.  

Organizations feel that leaders don't have the skillsets to manage remote and hybrid teams. And while I'd love to tell you that the skillsets are new, they are fundamentally based in any basic leadership programming. We just need to amplify them in the remote and hybrid settings.  One of the biggest challenges we see is managing communication and collaboration - particularly relationship building in this setting. 

Consider adding additional social time to meetings, prepare appropriate ice-breakers and ways to ease into work talk, and make and hold space for 1:1 meetings with direct reports.

2. Decision Making In Ambiguity

A second major course topic we are asked for is decision-making in ambiguity.

There are a few different philosophies that you can use when making decisions. One is the "when in doubt, don't" philosophy. This means that you should only make a decision when you are absolutely certain of what you are doing. This can be a good philosophy to follow in some situations, but it can also lead to indecision.

Another philosophy is the "when in doubt, do" philosophy. This means that you should make a decision even when you are not completely sure of what you are doing. This can be a good philosophy to follow in situations where waiting could lead to missed opportunities.

The "when in doubt, do" philosophy can also lead to making impulsive decisions that you later regret. It is important to weigh both philosophies when making decisions and to choose the one that is right for the situation.

Fundamentally - this topic is predicated on understanding, documenting, and communicating the organization's risk tolerance. When an organization's risk tolerance is low (i.e. you get in trouble when you take a risk and make a mistake), it is likely that in ambiguity you should delay, yield, or pause until additional information comes forward. When an organization's risk tolerance is high ( i.e. your organization requires high levels of creativity and innovation to compete and risks = rewards) then you can operate with the "when in doubt, do" philosophy.

3. The Customer Experience

The customer experience is always evolving, and we are continuing to see a significant need for leaders to develop their customer experience and satisfaction skills to stay relevant in the modern economy. We love our resident Customer Experience Expert, Larry Leung who really understands what organizations need in terms of customer experience support to thrive in 2022.

Some considerations: 

1. Social media will continue to be a powerful force in customer experience.

2. Personalization will become even more important, with customers expecting brands to cater to their individual needs.

3. Data will play an increasingly important role in customer experience, as brands use it to better understand and meet customer needs.

4. Technology will play a major role in customer experience, both in terms of how customers interact with brands and how brands use technology to improve the experience.

5. Customer service will continue to be a critical part of the customer experience, with businesses needing to provide outstanding service to stand out from the competition.

4. DEIB 2.0

DEIB has taken a complete 360 turn in the way that programming is offered, delivered, and operationalized. We're seeing incredible work from teams like Mattingly Solutions with their data-driven approach to DEIB in their book Inclusalytics. At its core - we're ensuring that everyone feels welcome, respected, and valued in the workplace.

DEIB programs can take many different forms, but they all share the goal of promoting a more diverse and inclusive work environment. Some common examples of DEIB initiatives include unconscious bias training, mentorship programs, improving workplace policies, and increasing the representation of underrepresented groups in the workforce.

Leadership is critical to the success of any DEIB program. Leaders play a vital role in setting the tone for the workplace and fostering a culture of inclusion. There are many different leadership styles, but the most effective leaders are those who are able to create a trusting and respectful environment where everyone feels comfortable sharing their thoughts and ideas.

If you're looking to make your workplace more diverse and inclusive, start by talking to your leaders about the importance of DEIB. Then, look for ways to implement some of the initiatives listed above.

5. Strategic Performance Management

As a leader, it's important to make sure you're managing your team's performance strategically. This means setting clear goals and objectives and then measuring your progress against those goals. It's also important to get feedback from your team on a regular basis, so you can make adjustments as needed.

Consider the following skillsets that directly impact strategic performance management:

1. Clearly setting direction for your organization, team or project

2. Clearly communicating #1

3. Clearly re-communicating #1

4. Setting expectations, goals and targets

5. Cadence of accountability to affirm #4.

Your Top Limitless Leadership Tip

If you want your organization to THRIVE, your leaders need to be prepared and ready to handle the new challenges of the workforce that continue to emerge. The answers are NOT rocket science, but leaders need time to digest, understand, and apply strategies regularly to change their behaviours and impact the performance of their teams positively.