Tactical vs. Adaptive: CEOs Need To See Through The Current Issue For The REAL Challenge To Solve

Tactical vs. Adaptive: CEOs Need To See Through The Current Issue For The REAL Challenge To Solve

Companies often face tactical issues and adaptive challenges, and leaders are responsible for figuring out how to solve them effectively. The biggest mistakes occur when leaders focus solely on tactical issues instead of taking the time to solve adaptive challenges.

In this article, Work It Daily experts from Vistage discuss and offer insights into how CEOs can identify the root cause of a problem while providing actionable strategies to become more adaptive in their decision-making, cultivate a culture of innovation and continuous improvement, and drive sustainable growth and success. Read on to discover the key differences between tactical and adaptive solutions.

Kirsten Yurich

Vistage Chairs live event

The single biggest error I see in leadership today is leaders solving tactical issues instead of taking the time to identify and address adaptive challenges. Tactical issues are solved for “faster, cheaper, better.” The questions consultants and experts help us solve. Whereas adaptive challenges are the underlying systemic root causes that often have us looking at ourselves. And this doesn’t come easy. We need time, space, and different perspectives to identify and address adaptive challenges.

How do you know if you have an adaptive challenge? Adaptive challenges are complex, last over time, and often present as ambiguous in nature. Frequently, they will surprise you—and once uncovered, produce the “oh…yeah… that is what’s happening” response. Implementing solutions to adaptive challenges will force leaders and others to learn new ways of doing things; often we will have to look inward at our own ways of being in order to bring about adaptive solutions.

Let’s look at some examples. A leader has several direct reports. Most are performing well. One is an outlier. We could quickly scan that this outlier does not have the same training or experience as the others. Ah! There it is. He/she needs more training or experience to perform better. Problem solved. Um…not so fast. After some deeper investigation and (painful reflection) we come to find out that this outlier is often kept out of the leader’s “inner circle” of thinking and planning. He/she is treated differently by the leader. The result? With less knowledge about what the leader is thinking and expecting this leader cannot perform. And what presents as a tactical performance issue is a more adaptive challenge of bias on the part of the leader.

Adaptive challenges require adaptive leadership. Adaptive leadership is based on the principles of shared responsibility, self-reflection, and continuous learning.

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Mike Thorne

Business leader is adaptive instead of tactical during a work meeting

Learning to ask the extra question as owner/CEO matters. You will expand or shrink the business by being adaptable vs. transactional/tactical. What is that question? I believe it starts with: “What problem are we actually trying to solve?”

Actual experienced example – A sales leader gets a request from a large customer to change the case pack of product X and shares that with operations. Operations pushes back and says, “That isn’t how we do things.” The customer continues to pressure sales and threatens to stop buying product X, and sales and operations go round and round and nothing gets resolved. Given the hybrid/Zoom world we are in, this can become an explosive issue because it is hard to read the body language, nuances, and actual understanding of this situation.

Not asking the extra question goes like this:

Tactical answer – business shrink – loss of volume, customer, stress through the system, management time wasted, and potentially business layoffs as the customer goes elsewhere because not only is this opportunity lost, the customer sees you less as a solution partner and more as a “got to have” only vendor.

Adaptive answer – business expansion – team (customer, sales for client, operations experts, and key decision-makers) meet “live” or get on a call to discuss, “What is the problem we are trying to actually solve?” It gets explained that the customer is trying to manage inventory so they want a smaller case pack (say three vs. six) and the company says we are automated and it is in rows of two so we need even multiples to make it work. The company produces short videos of how the manufacturing process works and then lays out the complexities, adding costs to manually get to three. The customer says, “I get it and I don’t want to spend more and add issues on your end. Can you do a four-pack instead?” Answer: yes.

Benefit – It is a value-added complexity decision by the company to increase revenue/profit exponentially, increase relationships with customers, and present future growth ideas through collaboration. Customers feel heard and appreciated, employees in the “trenches” see the value of adaptive thinking, and, over time, decisions flow to the keys to relationships vs. those with the titles. Employee empowerment.

An adaptive mindset allows you as a leader and your organization to rapidly take advantage of or mitigate risk in an ever-changing landscape. It will transform your strategies, processes, and culture and keep you competitive. Reality matters, always. Ask: “What is the actual problem we are solving for?”

Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.

Mark Fackler

Leader talks to his team members

Tactical vs. adaptive; symptom vs. disease; surface vs. core; fixing problems vs. changing systems. I don’t care what you call it, the problem with many CEOs is they solve too many problems and often the wrong problems.

It is sort of funny to think that as your company grows, the number of problems increases, and yet the CEO needs to learn how not to solve the majority of problems. The CEO needs to learn how to focus on root causes—the disease, not the symptoms.

There were two concepts that I was taught as I ran my company: 1) getting problems off your desk, and 2) always work toward the root cause.

Getting problems off your desk is a mandatory skill to learn. I am not talking about critical problems or emergencies. It’s the day-to-day problems that CEOs are so good at solving. These problems have to be pushed down to the staff. Make them think. Make them work. Tell them how much faith you have in their abilities. Tell them that you want them to grow. By doing this you are not only training your staff but giving them pride. And as we all know prideful employees are long-term employees.

Finding root causes is the second mandatory skill to learn. I use the “5 Why Technique,” very simple and very effective. When someone presents a problem or even a solution, ask them, “Why, tell me more?” Let the question hang, don’t save them. Make them think. Make them work. Keep repeating the question until you feel you have gotten to the core.

For example, your head of customer service asks to hire an additional customer service rep:

Why, tell me more.
Calls are taking longer to answer.
Why, tell me more.
The pumps are failing more often.
Why, tell me more.
Seems that two gaskets are leaking more.
Why, tell me more.
We have a new supplier.
Why, tell me more.
The buyer wanted to save money.

Now we are getting closer to the core problem. It could be process or siloed communication. It could be training. It could be the wrong buyer. It could be the wrong hiring manager. By asking “why,” you peel the onion, you go from the symptom to the disease.

Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.

What’s your experience being tactical vs. adaptive as a leader? Join the conversation inside Work It Daily’s Executive Program.


3 Ways To Quantify Your Experience With Numbers

3 Ways To Quantify Your Experience With Numbers

If you’ve been doing your homework on how to write an effective resume, you’ve seen a recurring theme: you have to quantify your work experience. Although most people understand the general idea of this, we find that job seekers often struggle with applying this idea to writing their resumes.

Here are three easy ways to quantify your work experience with numbers so your resume stands out!

1. Show How Many

Sometimes our responsibilities don’t sound that impressive until we start detailing how much work we’ve been doing. For instance, if one of your job responsibilities is tracking your company’s compliance with filing a set of forms every year, you could write that two different ways:

Ensured compliance with filing of annual forms.

—or—

Ensured compliance with the filing of 75 annual forms by 7 different company departments.

Doesn’t the second example sound much more impressive?

2. Show How Much

Woman on phone and laptop quantifies her experience on her resume

If you have a job in sales, marketing, or any other business where profitability is the ultimate goal of your position, citing exactly how much money you’ve either made or saved your company is the way to go.

For example, if you’re an internal auditor, your resume could say:

Saved company money by finding ways to cut costs.

—or—

Implemented new payroll and tax accounting systems that saved firm $1M in personnel costs over the next 10 years.

Estimates are fine when citing these types of numbers, as long as you can justify your claim if someone asks you in an interview.

3. Show How Often

Man on laptop writes down quantifiable accomplishments on his resume

We frequently talk with job seekers who have previously been successful in very high-volume environments. If you’ve worked in this type of setting, please give yourself credit!

Even an administrative assistant’s job sounds completely different when quantified and given some context:

Answered phones at the front desk.

—or—

Managed switchboard with 10 incoming lines, effectively receiving and routing an average of 500 calls per day.

My goodness, who wouldn’t hire the second candidate?

As you write your resume, ask yourself these three important questions:

  1. How many?
  2. How much?
  3. How often?

The key to landing an interview is to answer those questions as you describe your previous professional accomplishments. Once you learn how to quantify your results and work experience, nothing will hold you back!

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This article was originally published at an earlier date.

3 Ways To Quantify Your Experience With Numbers

Executive Spotlight: How To Manage Change In An Organization

Great leaders are experts at managing change within organizations. They have the tools and skills necessary to navigate the complexities of organizational change, including effective communication, stakeholder engagement, and resilience-building. So, how can new or seasoned leaders become better at managing change within their organization? What are the best tips for leading successful change initiatives and driving positive transformation?

We recently asked our leading executives how they manage change in an organization.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

In today’s fast-paced and dynamic business environment, organizations must be adept at managing and sustaining change to stay competitive and thrive. However, navigating the complexities of change can be daunting without a structured approach. I want to offer a comprehensive framework that will guide folks through the process of managing and sustaining (also critical) change in your organization, ensuring long-term success and growth.

  1. Establish a Clear Vision: The first step in managing change is to establish a clear vision. Clearly articulate why change is necessary and how it aligns with your organization’s strategic objectives. Develop a compelling vision statement that communicates the benefits and expected outcomes of the proposed changes. This will serve as a guiding light for your change initiatives.
  2. Develop a Change Management Plan: A well-structured change management plan is crucial for success. Conduct a thorough assessment of your organization’s current state, identifying areas that require change and potential obstacles. Based on this assessment, create a detailed plan that outlines specific objectives, milestones, timelines, resource requirements, and key performance indicators (KPIs) to measure progress. A solid plan will provide a roadmap for your change journey.
  3. Secure Leadership Commitment: Change initiatives require strong leadership commitment. Engage and secure a commitment from top leadership to drive the change process actively. Establish a dedicated change management team with clear roles and responsibilities, ensuring representation from various departments and levels within the organization. Strong leadership support will inspire and motivate employees throughout the change process.
  4. Engage and Empower Employees: Successful change management relies on the active involvement and empowerment of employees. Foster a culture of collaboration by engaging employees at all stages of the change process. Communicate transparently, providing opportunities for employees to voice their concerns, ask questions, and contribute their ideas. This involvement will foster a sense of ownership and commitment among employees.
  5. Communicate, Communicate, and Communicate Effectively: Effective and recurrent communication is vital for change management. Develop a comprehensive communication plan that ensures consistent messaging and transparency throughout the change journey. Utilize various channels such as town halls, emails, newsletters, and the company intranet to disseminate information, address concerns, and celebrate successes. Open and transparent communication builds trust and buy-in from employees.
  6. Build Change Capability: To sustain change, organizations must build change management capability. Invest in training and development programs to enhance employees’ change management skills and build their resilience to adapt to future changes. Establish feedback mechanisms to capture lessons learned and continuously improve the change management process. Building change capability ensures that your organization remains agile and ready to embrace future transformations.
  7. Monitor and Measure Progress: Regularly monitor and measure the progress of your change initiatives against the established KPIs. This will help you assess the effectiveness of your strategies and identify areas that require adjustments. Be open to feedback and lessons learned and be willing to adapt your change management plan accordingly. Continuous evaluation and improvement are crucial for long-term success.
  8. Reinforce and Celebrate Success: Recognize and celebrate individual and team achievements throughout the change journey. Reinforce positive behavior by integrating change initiatives into the organization’s performance management system. By recognizing and rewarding employees’ contributions, you create a culture that values and sustains change over the long term.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

Michael Willis, Sports Business Operations Executive

Group of professionals talk about change management

Working at the NFL for 22 ½ years, I see management going about change in two different ways.

Scenario 1 – Sometimes C-suite executives will need the company to change direction to fit a new business model being developed.

As a result of this new business model, a new executive-level position is created to oversee the company pivot. The hire will be sworn to secrecy as their job is to go in a different direction without immediately giving all the details to the staff. Further instructions might be to terminate anyone resistant to the change. This is a way for a company to eliminate team members that want to keep everything the same. New hires aren’t connected to the past and are less reluctant to change.

Scenario 2 – This is a way that we expect change to happen.

  • Make a Plan – Before bringing a proposed change to the team, you must ensure that your plan covers the who, why, when, and where on a timeline to keep the project in focus.
  • Transparency – As the company changes unfold, sometimes parts of the planning might have to remain private. But everything else is open for questions and answers. Discuss what you can discuss. Explain the vision of the company.
  • Tell the Truth – When there is negative feedback, and the team’s long-term vision seems doubtful, you must keep the group together with the possibility of setbacks and chatter for other areas.
  • Communicate – Keep the lines of communication open between you and your team. Allow them to ask questions. Make the employees feel part of the process. And the solutions.
  • Provide Training and Testing – Before you launch or implement the change, allow for hands-on training or run a mock testing period. Invite participation and feedback. Don’t expect success to happen quickly. You must figure out what works and what doesn’t work.
  • Leadership – This is where your leadership skills will be needed front and center. This is your test. You are responsible for everything. Good or bad. What works and what doesn’t work. You own it. Did you create a good plan? Did you explain it right? Execute it right?

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

John Schembari, Senior Education Executive

Change management concept

Managing change in an organization can go off the rails no matter how well thought out or planned. My colleagues Ana and Michael have provided sound advice on how to make a change process “likely” go smoothly.

However, change efforts can fail for many reasons and these elephants in the room need to be addressed if the C-suite executive charged with implementing change will live to see another day:

  1. Who is leading the change is often as important as what the change is: someone who is new/brought into an organization to lead change as opposed to someone on the inside will need to proceed with both caution and clarity. Get allies to commit to the change leader and the change process before inevitable political conflict arises.
  2. Despite even the best laid-out rationale, some staff will not get on board with change. Personal goals will always triumph over collective ones. How will these staff members be addressed with compassion without undermining the change process?
  3. Both of my colleagues addressed the need for inclusivity and multiple voices in any change process. This is imperative if people are indeed to be vested in the success of any change plan. It also helps undermine the blame game when things go wrong because everyone is complicit.
John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Kathryn Marshburn, Artist & Label Partnerships

Employees work together to manage change in their organization

As a result of working for companies like Electronic Arts (EA), Spotify, and Atlantic Records, I have experienced effective plans for change. Many companies enjoy the title as an “industry disruptor” but does that have to come at a cost? Strategies for rapid change, including technology announcements with little structure or planning for roll-outs and corporate advancement initiatives that include new standards, can cause stress and pushback. The technology race has caused organizations to operate differently from using automation for physical goods to AI, or even data analytics and cloud computing. All of these technological innovations have caused significant change and at times can be stressful to initiate.

I’ve seen leadership emerge from these crucial points of company growth in a positive way and some have failed. From my experiences, I’ll share best practices that seem to be successful and may be helpful if experiencing workplace changes.

1. Companies should develop a digital transformation strategy: This includes a well-defined digital plan that aligns with overall business objectives, where the organization can effectively communicate the vision for the change and set the stage.

2. Cultural intelligence: All companies have a cultural essence within their organization that includes cultivating a mindset that embraces different perspectives like innovation adaptability, technology advancements, and more. These areas should be cultivated and supported to encourage experimentation collaboration and risk-taking.

3. Engage and empower employees: Employees at all levels should be contributing to the overall focus in the process of goals within a company. This can be achieved by effective communication, providing training/professional development opportunities, and support involving stakeholders in decision-making processes by making all active participants. These best practices advocate for digital transformation and organizations can minimize resistance and create a sense of ownership and enthusiasm for the change.

4. Address areas and skill gaps: New technology often requires new training for organizations and this must be identified and addressed if there are any skill gaps. This involves providing targeted training programs, mentoring, and upscaling opportunities by investing in employee professional development.

5. Constantly adapting and innovating: The entertainment and music industry landscape is characterized by constant evolution and disruption. Seems to me that there can be no other vertical that changes more than the music industry! Stakeholders and employees will learn to adapt and innovate regularly, evaluating the impact of new technology and creating a culture of acceptance of change if thought and effective communication are put into the change plan.

I hope these best practices help you if change is happening in your company and I hope you can use these ideas as reference points for change management!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Lisa Perry, Global Marketing Executive

Change management concept

Change is inevitable in today’s fast-paced business world, and organizations must embrace it to stay competitive and relevant. As a brand marketer, I’ve played a crucial role in managing change and ensuring its successful implementation within Fortune 100 companies and emerging growth start-ups. Here are seven strategies that have benefitted me as I’ve helped companies navigate the complexities of change management:

1. Develop a Strategy

Before embarking on any change initiative, developing a strategy to drive business objectives is essential, aligning you and your team to the overall organization’s vision. A strategy can provide a shared vision for the organization, providing a purpose for everyone to embrace and rally around.

2. Empower & Involve Employees

Change is not a one-person show; it requires collective effort. Empower and support your employees by involving them in the change process and giving them the tools and knowledge they need to make and act upon their own decisions. When individuals feel valued and have a sense of ownership, they become active participants in driving change. Foster a culture of collaboration, innovation, and continuous learning, where employees feel encouraged to embrace new working methods.

3. Establish Priorities & Gain Alignment

Change initiatives often involve multiple moving parts and competing priorities. To ensure successful implementation, it is essential to establish clear priorities, gain alignment across the organization, and regularly evaluate progress to ensure that resources are allocated effectively and efforts are focused on the most impactful changes to achieve business results.

4. Provide Adequate Resources & Training

Change often requires acquiring new skills, knowledge, and tools. Ensure your team and other stakeholders have the necessary resources and training to adapt to the change. Identify any skill gaps and provide targeted training programs. Offer ongoing support to help individuals overcome challenges and develop the competencies required for the new environment. Equipping your team with the right tools and knowledge sets the stage for successful change implementation.

5. Monitor Progress & Celebrate Milestones

Change is a journey, and monitoring progress along the way is crucial. Establish key performance indicators (KPIs) to measure the impact of the change initiative. Regularly assess the outcomes and make necessary adjustments. Celebrate milestones and recognize the efforts and achievements of individuals and teams. Positive reinforcement reinforces the idea that change brings progress and encourages further engagement.

6. Address Resistance & Overcome Challenges

Change often faces resistance, and it’s essential to address it proactively. Identify potential sources of resistance and develop strategies to overcome them. Communicate the benefits of the change, address concerns, and provide support to those who may be struggling to adapt. Encourage a growth mindset and foster a culture that embraces change as an opportunity for growth and improvement.

7. Lead by Example

Your actions speak louder than words! Lead by example and demonstrate your commitment to change. Embrace new processes, technologies, and strategies yourself. Show enthusiasm and optimism, even in the face of obstacles. Your behavior and attitude will inspire others to follow suit. Be a role model for resilience, adaptability, and continuous growth, setting the tone for a change-ready organization.

Remember, change starts with you. Embrace change as an opportunity for growth and, together, you and your organization can thrive in an ever-evolving business landscape.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you manage change in your organization? Join the conversation inside Work It Daily’s Executive Program.

Executive Spotlight: The Importance Of Sustainable Business Practices

Executive Spotlight: The Importance Of Sustainable Business Practices

Sustainability is important in every aspect of life, including business. It’s no secret that sustainable business practices can increase efficiency, drive long-term success, and create a better future for all. How are you incorporating sustainability into your organization’s strategy, operations, and culture? How can you align environmental and social responsibility with business goals while making a positive impact on the planet and society?

We recently asked our leading executives for their advice on how to incorporate sustainability into an organization’s business practices.

Here are their responses…

Michael Willis, Sports Business Operations Executive

Sustainability is more than a buzzword; it’s a business imperative. The world faces environmental and social crises, and consumers demand that companies take responsibility and action. For companies to stay competitive and relevant, they must commit to sustainability.

For example, the office manager at the NFL came down to my floor to discuss plastics with the department. We all were given an additional trash receptacle. One was for trash, and the other was for recycled plastics. City officials are working around New York City businesses to explain new initiatives the city is taking concerning recycling for the environment.

For every plastic water bottle found in the regular trash, there was a $100 fine to the NFL.

As a powerful platform for change, sports have an opportunity to be at the forefront of the global movement toward a more sustainable future.

League-Wide Fundraisers – sports leagues, teams, and athletes are developing creative ways to meet sustainability goals, such as One Tree Planted.

One Tree Planted is an environmental organization that partners with several sports organizations to support sustainability in sports. For example:

  • Major League Soccer – 2022 MLS planted 28,000 trees in the US and Canada—one thousand trees for each of Major League Soccer’s 28 teams.
  • Major League Baseball – 2022 MLB planted 5,000 trees in California—for the post-restoration project for the home runs hit in the 2022 MLB Home Run Derby.

Consumers and company stakeholders value sustainability and expect businesses to care too. As consumers become increasingly aware of the impact of their everyday choices, they are looking for brands and products that do good for people and the planet.

More than 90% of global consumers surveyed say they want companies to address social and environmental issues.

Many NFL stadiums maintain that all food served to fans during the game comes in compostable containers.

The sports industry has a long way to go in sustainability, but the processes are in place to make this initiative a mainstay in current and future operations.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Employee works at a company with sustainable business practices

In today’s rapidly changing world, sustainability has become a key focus for businesses across industries. Gone are the days when profit was the sole metric of success. Consumers, employees, and stakeholders demand more from companies, urging them to embrace sustainable business practices. Here are some ways to incorporate sustainability into your business strategies and examples of companies leading the way.

Environmental Stewardship:

Consumers are drawn to companies that actively reduce their carbon footprint, conserve energy, and minimize waste. Companies like Patagonia have long been at the forefront of environmental stewardship. Patagonia uses recycled and organic materials in its products and actively advocates for environmental causes. It launched the “Worn Wear” program, encouraging customers to repair and reuse their clothing, reducing waste, and promoting a culture of sustainability. Patagonia’s founder recently donated the company worth $3 billion to fight climate change.

Meeting Consumer Expectations:

Today’s consumers are more informed and socially conscious than ever before. They seek brands that align with their values and support the causes they care about. Sustainable practices have become a key consideration for consumers when making purchasing decisions. Unilever has made sustainable practices a cornerstone of its business strategy. The company’s Sustainable Living Plan focuses on reducing its environmental impact, enhancing social equity, and improving health and well-being. Unilever’s commitment to sustainability resonates with consumers, boosting its brands like Dove and Ben & Jerry’s, known for their ethical and socially responsible initiatives. By integrating sustainability into their business operations, companies can attract and retain customers who prioritize ethical consumption.

Enhancing Brand Reputation:

Sustainability is no longer an optional add-on for businesses; it has become a critical component of brand reputation management. Telsa has revolutionized the automotive industry with its commitment to sustainability. By developing innovative electric vehicles that reduce greenhouse gas emissions, Tesla has built a strong brand reputation as a pioneer in clean transportation. The company’s dedication to sustainability has attracted a loyal customer base and positioned it as a leader in transitioning to a low-carbon future. In a competitive market, a strong brand reputation can be a significant differentiator and a catalyst for growth.

Cost Savings and Efficiency:

Contrary to popular belief, sustainable practices can lead to cost savings and increased operational efficiency. Companies can cut expenses, improve their bottom line, adopt energy-efficient technologies, optimize supply chains, and reduce waste. IKEA, the global furniture retailer, has integrated sustainability into its operations to achieve cost savings and efficiency. The company has invested in renewable energy sources, such as solar and wind power, to reduce its carbon footprint. Additionally, IKEA focuses on designing products that are durable, recyclable, and made from sustainable materials. These practices align with the company’s values and drive operational efficiency and cost savings. Embracing sustainability benefits the planet and drives business success in the long run.

Regulatory Compliance and Risk Mitigation:

Adopting a proactive approach to sustainability minimizes business risks and creates a resilient foundation for future growth. Walmart has made significant strides in integrating sustainability into its business practices to ensure regulatory compliance and mitigate risks. The company has implemented various sustainability initiatives, such as reducing greenhouse gas emissions, improving energy efficiency, and promoting responsible sourcing. Walmart aims to operate with 100% renewable energy and actively engages with suppliers to improve sustainability throughout its supply chain. By prioritizing sustainability, Walmart meets regulatory requirements and reduces potential risks associated with environmental and social issues, enhancing its long-term resilience and reputation. Walmart’s commitment to sustainability has influenced the entire retail industry, encouraging other companies to follow suit and embrace sustainable practices to meet regulatory standards and mitigate associated risks.

Sustainable business practices are no longer a mere option; they have become imperatives for companies aiming to thrive in today’s world.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How is your organization incorporating sustainability into its business practices? Join the conversation inside Work It Daily’s Executive Program.

5 Tips For Developing Good Leadership Skills

5 Tips For Developing Good Leadership Skills

Perhaps the most intimidating aspect of leadership is knowing that, in addition to playing an important role in a team’s success, leaders are held responsible for their team’s failures. In order to obtain great results from their teams, leaders must be able to consistently motivate their team members.

As a new manager, the implementation of a positive work environment will not only yield great results from your team members but will help you build confidence in your leadership skills.

To help you excel in your new position, here are five tips that will transform your new job from a daunting uphill battle into an exciting opportunity:

1. Focus On Communication

Female boss uses her leadership skills during a work meeting

Clear communication is an important part of any successful relationship, and the relationship between leader and team member is no different.

Express your ideas clearly, making sure employees understand what you’re asking of them. Create a conversation-friendly environment, and give employees the freedom to express their thoughts and concerns. Team members are more willing to trust a leader with whom they are able to openly communicate.

Want to learn more about your communication style in the workplace? This free quiz will help you out.

2. Understand That Wrong Can Be Right

Male leader uses his leadership skills by giving constructive feedback to a member of his team during a work meeting

Encourage creativity by allowing team members to be wrong.

Making mistakes is an inherent part of the creative process. If employees know they won’t be punished for coming up with an atypical idea or solution, they will be inspired to think outside the box and take more chances, leading to the creation of better, more innovative ideas.

3. Look Into The Future

Man uses his leadership skills during work meeting/presentation

Express your exceptional and positive vision for the future.

A leader with a plan is the easiest leader to follow. Once aware of the team’s goal, each member will strive to do his/her part to aid in the completion of the objective, thus ensuring not only the motivation of each individual but the unification of your team as well.

4. Realize Passion Is Contagious

Young leader showing passion and further developing his leadership skills in the office during a work meeting

Share your passion for your work with your team members.

If a leader is enthusiastic and believes in the work, while recognizing the hurdles that the team will encounter, employees will continue to do the same.

This is especially true in an environment rife with obstacles and results that aren’t easily quantifiable, such as a school. As a principal, the constant reiteration of a strong belief in the school’s role in impacting the lives of young people can both unite and inspire the school’s faculty and staff, even when faced with challenges.

5. Know Yourself

Female boss displaying her leadership skills at the office while talking to an employee

Identify your strengths and weaknesses.

One helpful approach to this is feedback analysis, as outlined by Peter Drucker in “Managing Oneself” in the Harvard Business Review. Feedback analysis consists of writing down your expectations after making an important decision and, after nine or 12 months have passed, comparing what actually happened with your expectations.

This helps leaders pinpoint exactly where they excelled and where they fell short, so they can improve upon their shortcomings in the future.

Devising an effective leadership strategy is an incredibly intimidating yet important part of being a new manager. By following these tips, you’ll be able to stop obsessing over your efficacy as a leader and focus on the team’s collective success.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

The Best Question To Ask At The End Of A Job Interview

The Best Question To Ask At The End Of A Job Interview

As a job seeker, the questions you ask in a job interview are as important as your answers to the questions you get asked. Why is that? Well, the quality of the questions you ask shows how much research you’ve done, how interested you are in the opportunity, and how knowledgeable you are about the job.

But of all the questions you can ask, there’s one last question you should ask before you close out any job interview…

“Can You Please Tell Me The Next Steps In The Process?”

@j.t.odonnell 1 Question To Ask It The End Of EVERY Job Interview! 💪#interviewquestions #interviewtips #interviewtipsandtricks #interview #interviewprep #interviewskills ♬ original sound – J.T. O’Donnell

At the end of every job interview, ask the hiring manager what the next steps are in the interview process. This is the best question to ask at the end of a job interview (one you don’t want to forget to ask) because you don’t want to leave the interview wondering when you will hear from them.

Knowing the answer to this question will also help you figure out how many other people are being interviewed and when it is okay for you to follow up.

Here’s an example of what asking this question could look like…

You: “Can you tell me the next steps in the process?”

Hiring Manager: “You’re the first of five interviews and we are going to be doing this for the next three weeks.”

You: “Fabulous. Would it be okay then for me to proactively follow up with you in one business week to see where everything is?”

Hiring Manager: “I think it would be best to give us two weeks before following up.”

Now you have a better idea of where they are in the interview process and when you will be able to contact them.

Why is this important? Well, I work with a lot of job seekers who forget to ask this question at the end of a job interview and they’re left sitting in limbo, not knowing what to do. They’re in paralysis because they’re waiting to hear from the hiring manager, but they don’t know when that will be.

When you ask, “What are the next steps in the interview process?” at the end of a job interview, you know exactly when you’re going to hear from the employer and when you can follow up. And that means you can get back to looking for more jobs because you should never be job-crushing. You should never be waiting around on one job. You should be looking for plenty of other job opportunities just in case the current opportunity falls through.

So, don’t forget to ask this question at the end of your next job interview. You’ll not only impress the hiring manager but also help yourself out in the days following the interview.

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Answers To Describe What You’re Most Excited About At Work

Answers To Describe What You’re Most Excited About At Work

“Describe what you’re most excited about at work” is a unique interview question that many candidates aren’t prepared for. While it might not seem hard to answer from afar, it’s deceptively tricky to deal with on the spot. This guide will teach you how to come up with an impressive response that makes the interviewer […]

The post Answers To Describe What You’re Most Excited About At Work appeared first on Career Sherpa.

Maximizing IT Investment For Long-Term Success

Maximizing IT Investment For Long-Term Success

Many organizations are continuing to tighten their financial belts. The IT budget is normally pretty substantial so it’s becoming more critical than ever to maximize those technology investments and return on investment (ROI) to position yourself for long-term success even in challenging economic conditions.

Technology Environment Resources

Business technology investment/profit/roi (return on investment) concept

Technology needs to align with the business, so make sure you understand the business goals and needs. Talk with your business partners to understand their pain points, challenges, and opportunities. What are their strategies and priorities, and how can technology make an impact on achieving those goals? It’s more effective when the organization doesn’t operate in silos so if some groups do take those individual inputs, they should engage with business partners collectively (such as with finance, operations, and marketing) to incorporate their insights and perspectives so that you have a comprehensive understanding.

External sources can also provide valuable information. You can attend conferences and read trade magazines to stay informed about emerging technologies and industry trends. Leverage industry trends and benchmark studies such as Gartner’s Magic Quadrant reports providing a comparison of different vendors to help align the vendors’ strengths and challenges with your organization’s needs.

There are many different strategies you can use to maximize your technology investments, drive operational efficiency, and specifically achieve cost savings.

Starting With A Technology Audit

Business/financial/technology audit concept

One strategy is to start off by conducting a technology audit. (Note: It may be beneficial to consult with Internal Audit who can be a business partner with invaluable insights.) Create an inventory of the key areas including software (both on premises and in the cloud), hardware, network infrastructure, and security. Once you complete the inventory, review and assess these areas to gain an understanding of the environment. Then develop an action plan that identifies specific changes, timelines, and resources needed. Some considerations are:

1. Rationalize and consolidate systems. Identify areas that have redundant, underutilized, or outdated technologies. Eliminating underutilized software licenses or retiring unnecessary components can result in cost savings by reducing licensing and maintenance costs. For example, ensure that you’re not paying for Adobe cloud-based subscription licenses for terminated employees.

2. Evaluate new technology initiatives based on their potential impact on revenue generation, cost savings, operational efficiency, or risk mitigation. Workflow automation and robotic process automation (RPA) solutions can streamline processes or automate repetitive tasks, which will improve operational efficiency. Plus, when you automate these types of tasks, you minimize errors and reduce manual effort, which allows those resources to do more value-added tasks.

3. When reviewing different solutions, consider the cost expenditures (capital vs. operating), risks (including data security and privacy), as well as scalability. You want to ensure the technology can accommodate evolving business requirements, emerging technologies, and future growth.

  • Moving your infrastructure from on premises to the cloud can reduce maintenance costs as well as allow organizations to only pay for the resources that they use. For example, if there is a surge in demand during the holiday season, you can spin servers up/down to match and accommodate that demand.

You can prioritize any changes or new technology initiatives based on urgency and the potential impact on business goals and needs. When implementing those new initiatives, don’t forget to capture the “lessons learned.” Evaluate the technology initiatives’ ROI and key performance indicators (KPIs). And, last but not least, continuously monitor and improve to ensure the technology aligns with and meets the ever-changing business needs.

For more information on maximizing your IT investment for long-term success, follow me on LinkedIn!

3 Ways To Quantify Your Experience With Numbers

11 Job Search Commandments For College Grads

I love working with recent grads in their job search. After 12 years in school, they are experts at learning—which makes teaching them easier. They’re like sponges. They learn and do. They have no bad job search habits, so teaching them is fun because I get to see their reaction when they get positive results for the first time.

The difficult part? Job search for college grads stinks right now.

I already knew things were bad. I deal with it on a regular basis when helping new grads find jobs. In fact, I can read their minds. That’s because, after graduation, there are four things that make graduates really, really mad. My job is to help them get past the anger and get hired.

If you know a recent college grad, please pass these 11 job search commandments on to them. If you are a recent college grad, take notes. These commandments are laws to live by in the next six months as you embark on your next big challenge: landing a job.

1. I Will Not Compare Myself To My Friends

Young professional at his first job out of college

No two graduates are the same. Each has different skills, abilities, needs, and wants. Just because your friend gets a new job doesn’t mean he or she is better than you. Keep the blinders on and focus on your job search, not theirs.

Jealousy is a useless emotion that derails a job search. Besides, your friend might be able to help you get a job. It’s in your best interest to be genuinely happy for them!

2. I Will Not Take The Summer Off

Young woman on phone conducts a job search in the summer after college

Don’t delay your job search. Employers see it as acting entitled and lazy. Get in gear—right now! Trust me, you aren’t going to find a job in the next two weeks. And job search isn’t a full-time gig.

Carve out time every day to work on your job search and you’ll still have plenty of time to enjoy the summer. Before the temperature cools down, turn your job search success up! It’s about working smarter, not harder.

3. I Will Not Spend Weeks Designing My Resume

College student / young professional on laptop stresses about writing his resume

Your resume isn’t going to get you the job. Networking is.

Don’t waste time trying to make your resume perfect. At this stage in your career, there just isn’t that much you can put on it to impress employers. The “wow” factor will come from you being smart, articulate, and engaging—which doesn’t come through on paper. You have to meet people to make that happen.

4. I Will Learn To Network…Fast!

Group of interns / young professionals networking/meeting at work

Networking is the most powerful way to get hired. Yet most recent grads assume because they’ve never worked they have no one to network with. Wrong!

People love helping recent grads. Learn to “informational interview” and set up as many as you can. The sooner you learn to network, the sooner you get hired.

5. I Will Not Expect Too Much Of My First Job

Recent college grad on her first day at a new job

Most recent college grads feel they’re overqualified for many of the entry-level jobs posted. However, most employers feel you’re not, and may even have unrealistic expectations for an entry-level position.

The hard reality is you don’t have the work experience for anything but entry-level jobs. The sooner you take an entry-level job and work at it for six months, the sooner you can start applying to the more exciting jobs that are currently out of your reach.

6. I Will Remember That EVERY Job Is Temporary

Young professional thinks about the job search after college

While the entry-level job you take will not be your dream job, that’s okay because you won’t be there very long. You’ll either excel in the job and get promoted or get experience and be able to apply for a better job.

“Every job is temporary,” is one of our mantras at Work It DAILY, which is why you always have to improve and work on your career every day. Whether you’re looking for your first job or a new one, you need to keep that mindset. It will pay off, we promise.

7. I Will Study Up On Workplace Professionalism As Much As I Can

Recent college grad goes in for a job interview and shakes hands with the hiring manager

The number one complaint corporate America has about recent grads is their perceived lack of professionalism. Read up on attire, attitude, verbal communication style, and so on. The more prepared you are, the better the first impression you’ll make.

8. I Will Be Very Careful In My Written Communication Style

Recent college grad applies for jobs online

The number two complaint corporate America has about recent grads is their poor written communication skills. Spelling, grammar, and so on.

Be very careful when writing cover letters, emails, and any other written communication related to your job search. One typo can get you disqualified!

9. I Will Expect Rejection (A Lot Of It)

Recent college grad gets a job rejection and is stressed about her job search

You’ll apply to dozens of jobs and have as many as 10 interviews before getting an offer. There is a learning curve to getting hired, and it happens with practice.

Expect to get passed over for jobs and learn to cope with the rejection. The sooner you can pick yourself up and get back to the job search, the sooner you’ll get another interview and eventually an offer.

10. I Will Become A “Professional” User Of Social Media

Group of college students on their phones looking at social media

For the last four years, social media has been used for your enjoyment. Now, it’s time to use it for the job search.

Clean up the Facebook page and Instagram account, get yourself set up on LinkedIn, and study how people are using Twitter and TikTok to meet hiring managers. Use social media to build an online presence that when searched by a recruiter (and trust us, they will look you up online), what they’ll find is a recent grad who’s clearly ready to enter the workforce.

A strong social media presence can literally land you a job interview. Engage in best practices for social media to advance your career.

11. I Will Not Brag About My New Job When I Finally Get It

Young professional on phone and laptop finds out she got a job after college

Getting your first job will be thrilling. I mean over-the-top incredible. That being said, refrain from posting the good news all over the internet and making it your first topic of conversation with friends. Why? Go back to commandment number one.

Remember: you’ll be surrounded by people who haven’t gotten their first job and will be jealous. Be the bigger person and keep a low profile on the new gig. Of course, if asked, you can share the good news, but do your best to redirect the conversation after that.

Show how humble you are. You just never know at some future date that person could remember your gracious attitude and be willing to help you get your next job because of it. The friends you make now will be the colleagues you network with in the future. Treat them kindly and it will pay off in the long run.

Follow the commandments above and your job search will be less painful and more effective. And keep this list handy as a reminder you will make it through. You can do this!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

3 Things You DON’T Think About During Job Interviews (But Should)

3 Things You DON’T Think About During Job Interviews (But Should)

Job interviews are typically your first chance to present your whole self to a company, so you want to put your best foot forward. It’s time to impress your future employer with your experience and personality!

In addition to having great responses to the interviewer’s questions and dressing to the nines, you need to think about…

1. Your “Likability” Factor

People want to hire people they like and think they could work with, for obvious reasons. So, your likability level is a huge factor in the job interview/hiring process.

Employers want to know you’ll fit in with their “tribe” of employees. They don’t want to throw off their company culture by hiring someone who’s not a good fit.

Take steps to build rapport with your interviewer and meet people within the company. You’ll stand out in the hiring process even before you go in for an interview if you’ve already connected with a few employees on LinkedIn.

2. Your Ability To Communicate Thoughts Effectively

Woman communicates her answers effectively in a job interview

When answering interview questions, it’s important to communicate your thoughts clearly and confidently. Otherwise, you risk sounding unprepared or unconfident.

During job interviews, be concise and convey confidence when you speak. This is especially important when answering behavioral interview questions.

Remember, though, you want to come across as self-assured and humble, not overconfident and cocky. The best way to do this is by following the “Experience + Learn = Grow” model. Learning how to answer interview questions with this framework will help you effectively communicate why you’re a great fit for the position, both in terms of experience and personality.

3. Your Body Language

Man has negative body language during a job interview

Communication isn’t limited to speech. You need to be aware of your body language too. If you’re fidgeting, swiveling in your chair, slouching, or not making eye contact with your interviewer, it can make you seem unconfident and even untrustworthy.

Doing a mock interview with a trusted colleague is a good way to practice your answers to interview questions and perfect your body language. Are you sitting up straight? Are you making enough eye contact?

Your mock interviewer can give you feedback on what to work on so your body language doesn’t send the wrong message on the big day.

So, be aware! Don’t waste this precious opportunity to impress a potential employer. Make sure you go into job interviews knowing what you’re doing!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Executive Spotlight: What Automation Means For The Future Of Work

Executive Spotlight: What Automation Means For The Future Of Work

Automation will shape the way we work and thrive in the years to come. The technological landscape is constantly evolving, and keeping up with that evolution is necessary for professionals, executives, and businesses if they want to stay relevant and competitive. So, how will automation transform employment, skills, and job market trends? How will it impact different industries and jobs?

We recently asked our leading executives what they think automation means for the future of work in their respective industries.

Here are their responses…

Lisa Perry, Global Marketing Executive

Automation is already here and impacting businesses every day. As a brand marketer, automation has been a game changer from chatbots to ChatGPT. In 2023, global marketing automation spending will reach $25 billion. At this point, it’s in your best interest to embrace these transformative technologies. Here’s why.

Customer Insights and Personalization:

Automation platforms such as Salesforce Marketing Cloud, Adobe Analytics, Google Analytics, and Tableau enable brand marketers to gather and analyze vast customer data in real time. This wealth of insights into customer behavior, preferences, and trends enables marketers to create highly targeted and personalized messaging, content, offers, and marketing campaigns. By leveraging tools that harness this data, marketers can deliver the right message to the right audience at the right time. This allows for continuous optimization and agility in adapting to changing market dynamics, ultimately driving better results, including increased engagement, conversion rates, ROI, and improved customer experiences.

Streamlined Processes and Efficiency:

Automation can streamline many routine, repetitive, and time-consuming tasks. Marketers can focus their efforts on strategic planning and creative thinking by automating data analysis, content creation, scheduling, responding to inquiries, product recommendations, campaign management, and even chatbot interactions with customers. Automation tools like HubSpot and Marketo allow for greater productivity and the delivery of personalized brand experiences at scale.

Improved Content Creation and Delivery:

Automation helps optimize content creation. Tools like Canva and ChatGPT simplify content creation and distribution for brand marketers. Platforms like Canva provide easy-to-use templates, intelligent image selection, and automated scheduling capabilities. Platforms like ChatGPT use cutting-edge AI technology to produce high-quality content at scale, saving time and resources. A study by Gartner predicts that by 2024, AI-generated content will account for 30% of the total content produced by enterprises. Automation streamlines content creation processes, increases productivity, and allows agile responses to market trends and consumer demands.

Human-Centric Creativity:

Marketers can harness the power of automation to streamline repetitive tasks and dedicate more time to creative thinking and ideation. Tools such as Adobe Creative Cloud and Hootsuite offer a wealth of inspiration, creative resources, and collaboration features that ignite innovation. Marketers can craft unique and emotionally impactful brand experiences by combining creativity with automation-driven insights.

Automation has the power to revolutionize the future of work for brand marketers. It’s important to ensure that automation enhances rather than replaces human creativity and empathy, creating an impactful and authentic brand experience.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Lynn Holland, VP Sales & Business Development

Automation software concept

As a tech seller, I have found in recent years that traditional corporate decision-makers have been fairly slow to understand, cost justify, or embrace digital transformation even when presented with a clear business case. This has limited automation’s threat to the human workforce.

However, as decision-making has started falling to younger executives facing greater pressures to increase productivity and profitability in an app-for-everything world, NOT investing to automate low-value activities when there is a fairly rapid payback has become increasingly difficult to refuse and justify.

Fast forward to 2023 as artificial intelligence and machine learning models are coming out of the shadows of expensive, engineer-intensive, heavy applications into readily available, open-source everyday tech. I believe automation represents both an opportunity and a challenge for the modern workforce, determined through a worker’s initiative to stay relevant by learning about and embracing new technology in their industry and role.

A few measures will help workers proactively position themselves to coexist with technology in the workplace:

  • Acknowledge that low-value, repetitive tasks and jobs will be eliminated.
  • Seek out opportunities to be an early user of new technology in your organization.
  • Reduce personal expenses to withstand a job transition if needed and enable proactive investment into ongoing education.
  • Become a perpetual learner. Commit to learning about emerging technology applicable to your industry and your role. Invest also in upskilling essential human skills like communication, building influence, problem-solving, creativity, critical thinking, and emotional intelligence.

Whether learning from trusted content on YouTube, a masterclass, a paid course with a community of peers, a respected business book, or college coursework, make learning and personal development a priority.

  • Think like an entrepreneur by looking for unmet needs around you to innovate a product, service, or even a new app to solve the problem. With many tech tools and open APIs available with low/no code, it is a great time to start a business or side gig to create a new revenue source.
  • Join a community of peers to be challenged and supported in your personal development.
  • Prioritize building your personal brand with a content strategy and perpetual content distribution to gain visibility, improve your image, document and share your expertise, and expand your network and opportunities.

Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.

Michael Willis, Sports Business Operations Executive

Automation in the NFL concept

Workplace automation uses systems to perform predictable and repetitive tasks without human input.

Does this mean people will lose their jobs? Will automation further shrink the workforce?

I use automation all the time at the NFL in working in finance operations. I create macros in my Excel spreadsheets to grab data in one cell to use it in another cell to tell a story. I further use macros in budgeting and forecast modeling.

On the football field, automation monitors the game for many purposes:

  1. The broadcast center uses various camera feeds to call the game with play-by-play precision. Sports journalism is big business when it comes to covering statistics and data.
  2. The on-field game officials and replay officials use camera shots that show various angles so that the coaches can challenge the split decisions made by the game officials. Cameras are placed in the end zones to cover precision views for scoring. Every game is highly competitive, and every call can make a difference between winning and losing.
  3. Game officials on the field are graded using automation systems to track the calls they make on the field. Good calls, bad calls, no calls. This grading is employed to place officials in postseason games.
  4. The coaching staff uses sideline tablets on the sidelines to review the playbook for upcoming plays and formations.
  5. Scouting and recruitment uses automation to get play-by-play stats and activity on every player. Tracking injuries. Time off the field. Player performances. Health and safety reporting.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Ana Smith, Leadership Development & Learning Strategist

Automation in manufacturing concept

In an era defined by technological advancements, automation has emerged as a transformative force shaping the landscape of work. As industries embrace intelligent machines and algorithms, the future of work is undergoing a profound revolution. I would like to delve into some key pros and cons of automation to navigate this transformative shift.

Some key pros of automation:

  1. Increased Efficiency: Automation eliminates repetitive and mundane tasks, allowing workers to focus on higher-value, creative, and strategic work. This leads to increased productivity and efficiency in various industries.
  2. Enhanced Safety: Robots and machines can perform dangerous or hazardous tasks, reducing the risk of workplace accidents and injuries. This is particularly beneficial in industries such as manufacturing, mining, and construction.
  3. Cost Savings: Automation can lead to significant cost savings for businesses, as machines do not require wages, benefits, or breaks. It streamlines operations, reduces errors, and optimizes resource allocation.
  4. Improved Quality: Automated systems can consistently produce high-quality outputs, minimizing errors and variations. This is particularly valuable in sectors such as healthcare, where precision and accuracy are critical.
  5. Job Creation: Contrary to popular belief, automation has the potential to create new jobs which do not exist today. As technology advances, new roles emerge that require skills in programming, robotics, data analysis, and maintenance of automated systems.

Some key cons of automation:

  1. Job Displacement: The rapid adoption of automation technologies can lead to job displacement for workers performing routine and repetitive tasks. Certain occupations may become obsolete, requiring individuals to reskill or upskill to remain relevant in the workforce.
  2. Income Inequality: The benefits of automation are not evenly distributed, potentially exacerbating income inequality. Workers who are displaced may struggle to find alternative employment, leading to socioeconomic disparities.
  3. Lack of Human Interaction: In industries where automation is prevalent, such as customer service or hospitality, the absence of human interaction can impact the quality of service and customer satisfaction.
  4. Ethical Considerations: Automation raises ethical concerns regarding privacy, data security, and algorithmic bias. Striking the right balance between technological advancements and ethical guidelines is crucial to ensure responsible automation.

The question for each one of us is how are we preparing for it.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.

What do you think automation means for the future of work? Join the conversation inside Work It Daily’s Executive Program.