With new articles and studies about the changing landscape of work appearing almost every day, I continue to think about the role executive leaders need to play to emerge stronger and win against the looming talent crisis. I believe that as we emerge from the pandemic and begin to shape our hybrid workplace, employees have gained a new perspective regarding work-life alignment And are expecting, if not demanding, a new relationship with their physical workspaces.

To attract and retain the best talent, CEOs and leaders will need to understand and respond to the changing expectations of the workforce.

After an insightful lunch with the talent management leaders on this subject, I was motivated to write this article which was just published in Chief Executive.  It offers four strategies for engaging your employees and establishing a healthy post-pandemic organizational culture.

And it may be tempting to delegate the return-to-work plan to HR.  Don’t. I remind leaders that this important task shouldn’t be relegated to HR. The entire executive leadership team needs to come together, get creative, and create a plan that doesn’t leave anyone out. Optimists believe that good things arise from bad situations. There is justice and some poetry from weathering difficult times. However, it takes intentionality, reflection, and courage to rethink and upskill.

We have several management training programs as well as complimentary webinars to help you address the post-pandemic workplace and emerge on the other side with a strong, engaged workforce. Please reach out to me anytime if you’d like to discuss your organization’s approach to leadership development and leadership coaching or other talent retention strategies. I am happy to provide some coaching, recommendations, or perspectives for consideration.

And in the meantime, I hope you enjoy this new article. I welcome your comments or feedback on it.