Challenge by Meta Lucid
How can we reimagine new leadership attitudes and behaviours for a post pandemic work environment
?
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Results
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Learn about this challenge
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More about the challenge topic, goal and organiser

The last two years have thrown up many challenges for both the employer and employee. Who would have thought that the notion of remote working and technology like Zoom and Teams would be what linked us all together from our remote locations; no office based communities. Now we are being asked to embrace a hybrid existence, getting the best of both worlds, maybe. What and how does leadership adapt and embrace a new way of knowing, doing and being?

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Results of the interactive future survey
View survey results and scenarios
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In the course of the survey, 16 opinions were collected and evaluated. Future scenarios were created from these with the help of AI.
See the collected opinions and the resulting future scenarios.
12 Ratings
Bill
leaders will understand the new dynamic they will have to play in leading their organisations
48% certain
15% disagreement
79% desirable
8% disagreement
8 Ratings
Christian Rauch
Leaders will have to be more mindful and observant of the mental wellbeing of their employees. 
71% certain
17% disagreement
69% desirable
15% disagreement
12 Ratings
Mark
that leadership identification and development will not evolve as the the culture/environment need
48% certain
20% disagreement
38% desirable
30% disagreement
9 Ratings
Bill
leaders will understand the new dynamic they will have to play in leading their organisations
46% certain
14% disagreement
71% desirable
7% disagreement
10 Ratings
mark
all leadership development is experimental in nature
53% certain
16% disagreement
50% desirable
23% disagreement
3 Ratings
Pete
Executives recognise command and control leadership styles are no longer fit for purpose.
53% certain
25% disagreement
67% desirable
15% disagreement
3 Ratings
chris
corporate organisations won't priortise what they know they need to do for longer term growth as they continue to focus only on quick fixes
80% certain
13% disagreement
16% desirable
10% disagreement
3 Ratings
MMC
that in the future leadership will not be about rank and authority but about everyone leading whomever or whatever they do
49% certain
28% disagreement
72% desirable
17% disagreement
4 Ratings
Angela
leadership will have to adapt to  employees new exepctations about hybrid working environment
66% certain
21% disagreement
65% desirable
13% disagreement
3 Ratings
Kevin
I fear that the fixed mindset C Suite groups don't want change and will do what they need to keep the status quo
67% certain
18% disagreement
26% desirable
19% disagreement
3 Ratings
Ginny Telego
Leaders and teams would be willing to shift their beliefs about leadership as 1 person "in charge" & others follow to a willingness to learn and apply capabilities of shared leadership.
44% certain
19% disagreement
61% desirable
12% disagreement
4 Ratings
James Prior
Leadership development will focus on inner work to outer work and leadership will become a way of being rather than doing.
15% certain
12% disagreement
70% desirable
25% disagreement
4 Ratings
Adrian
we are able to understand what the post-pandemic work will be.   
27% certain
17% disagreement
59% desirable
27% disagreement
4 Ratings
Anonymous
Leadership will follow a holistic approach.
40% certain
25% disagreement
79% desirable
6% disagreement
3 Ratings
Robert
Leaders will create environments where people are empowered to take on responsibility.  Leaders will divest their responsibility and learn to coach their people to make decisions through coaching.
46% certain
29% disagreement
62% desirable
33% disagreement
5 Ratings
Adam Henderson
I wish that we would move away from a profit only motive and see value in the value people bring to society rather than take from it
26% certain
7% disagreement
52% desirable
26% disagreement
certain
uncertain
desirable
undesirable
Positive Expectations
Hopeful Dreams
Distant Threats
Expected Challenges
16 Opinions
90 Ratings
Resulting future scenarios
Based on their ratings, submitted opinions have been compiled into four distinct future scenarios, autonomously generated by artificial intelligence.
Positive Expectations
Adapting Leadership for Evolving Workplace
Expected Challenges
Overlooking Long-Term Growth Hinders Leadership Development
Hopeful Dreams
Leaders Embracing Change for Inclusive Future
Distant Threats

Adapting Leadership for Evolving Workplace

View individual opinions in the Futures Canvas by filtering for the sector "Positive Expectations".
  • Leaders must prioritize the mental wellbeing of employees by being attentive and observant.
  • Leadership development is experimental, requiring open-mindedness and adaptation to changing demands.
  • Collaborative and inclusive leadership styles are more effective in the current environment.

In today's evolving work landscape, leaders must prioritize the mental wellbeing of their employees. This entails being more attentive and observant to their needs. Additionally, it is important to note that all leadership development is experimental in nature, as there is no one-size-fits-all approach. As such, leaders must be open to trying new strategies and adapting their leadership styles to meet the ever-changing demands of the workforce. Executives are increasingly acknowledging that traditional command and control leadership styles are no longer effective or suitable for the current environment. Instead, leaders must embrace more collaborative and inclusive approaches that empower and engage their teams. Lastly, with the rise of hybrid working environments, employees now have new expectations. Leaders will need to be flexible and adapt their leadership style to accommodate this shift. By doing so, they can effectively manage and support their teams in this new work arrangement. Overall, it is crucial for leaders to be mindful, adaptable, and responsive to the evolving needs and expectations of their employees in order to foster a healthy and productive work environment.

Overlooking Long-Term Growth Hinders Leadership Development

View individual opinions in the Futures Canvas by filtering for the sector "Expected Challenges".
  • Leadership development is an experimental process for cultivating effective leaders.
  • Corporate organizations often prioritize short-term solutions over long-term growth.
  • The resistance to change within the C Suite hinders progress and stifles innovation.

All leadership development is essentially an experiment, as it involves trying out different approaches to enhance leadership skills. However, corporate organizations tend to overlook long-term growth strategies and instead prioritize immediate solutions. This focus on quick fixes prevents them from addressing the fundamental changes needed for sustained development. There is a concern that C-suite executives with a fixed mindset are resistant to change and prefer maintaining the current state of affairs. They may take necessary actions to preserve the status quo, even if it means avoiding the transformation that could lead to significant progress. This reluctance to embrace change could hinder the organization's ability to adapt and thrive in a rapidly evolving business landscape. It is crucial for companies to recognize the importance of long-term growth and be open to exploring new ideas and approaches in leadership development, rather than relying solely on short-term fixes. By fostering a growth mindset and embracing change, organizations have the potential to unlock their full potential and achieve sustainable success.

Leaders Embracing Change for Inclusive Future

View individual opinions in the Futures Canvas by filtering for the sector "Hopeful Dreams".
  • Leadership will no longer be based solely on rank and authority, but on shared leadership.
  • Leadership development will focus on inner work and become a way of being.
  • Leaders will adopt a holistic approach, empowering individuals and prioritizing societal value over profit.

In the future, leaders will need to adapt to a new dynamic in order to effectively lead their organizations. This means that leadership will no longer be solely based on rank and authority, but rather on the idea of everyone being a leader in their own roles. Leaders and teams should be open to shifting their beliefs about leadership, moving away from the traditional notion of one person being in charge and others following, and instead embracing shared leadership and the willingness to learn and apply new capabilities. Leadership development will also undergo a transformation, focusing on the inner work of individuals and how it translates to their outer work. Leadership will become more of a way of being rather than just a series of actions. Additionally, leaders will adopt a holistic approach to leadership, considering all aspects of their organizations and the people within them. They will create environments that empower individuals to take on responsibility, while also learning to coach and guide their teams rather than solely shouldering the burden of decision-making. Finally, it is hoped that there will be a shift away from a profit-only motive, with leaders recognizing the value that individuals bring to society and prioritizing this over simply taking from it. By embracing these changes, leaders can navigate the post-pandemic work landscape and contribute to a more inclusive and impactful future.

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