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Globalization 3.0: High Performance Impact Leadership Success

Do you love speed? Especially, fast, furious and financially rewarding?
I am sure that we all are in some, if not in most aspects of our life revolving around the speedy delivery of services or products. In the way, it is new norm or expectation, right? It can range from a newly finalized business proposal to urgent email or call by the client, or quick lunch when pressed for time, or online order delivery right in time to make your big presentation a success. It is astonishing to see what is possible to accomplish today, just in last five to ten years because of the magic word – access.

Today, we have access on our fingertips to unique tools that can make all possible in our day-to-day job. What we will do without conference call with our team members virtually anywhere in the world, internet search engines, online orders, instant news access, and so much more.

Book, World is Flat, by Thomas L. Friedman is an excellent read and a reminder of trends that are not already here, but yet to come. As per Friedman, “the global competitive playing field was being leveled. The world was being flattened.” As we are so connected 24/7 at any given point, anywhere in the world, it is virtually very little to noncompetitive advantage left, as it was before the technology boom and rapid globalization change.

More than ever innovation, ongoing learning, undying curiosity, and active collaboration are needed to survive and alitmitly thrive in a Global 3.0 economy. These same elements of individual contributors when integrated into teams and whole organization are critical drivers to solving the most complex issues that organizations are facing today.
It is possible to gain and offer perspective or answer to every problem or best working solution if the approach to these complex issues is coming from the global perspective.

It is all about how well we are engaging with our employees and teams in our daily work. Why is this so important? As per Gallup pool, after conducted interviews with 80,844 adults working for an employer in 2015, from ten people on the team, only three of them are fully engaged (about 35 %). Shocked? Supprised? Sadly, I have to admit that I am not.

Now you mast be wondering what will happen to most organizations moving forward, in 2016?

1. Nothing – most organizations will continue to drill in the same black whole, in the same old way. Status quo will be the only option that they are willing to take, regardless of very evident risk advising otherwise.

“ …winners will be those who learn the habits, processes, and skills most quickly—and there is nothing that guarantees it will be Americans or Western Europeans permanently leading the way.” ~ Thomas L. Friedman

2. Minuscule Change – a slight percentage of organizations will do “partial” and “quick” fix by improving their working environment somewhat, but never to the level that requires to attract and keep the high performing talent. How do we know that? Based on the past trends last several years. Yet, we are expecting different outcomes and very concrete results.

3. Major Change & Transformation – On the other hand, leaders of the pack, like Google, Bain & Company, Mayo Clinic, , or Facebook are with treason on Forbs list  for a top 20 companies to work for in 2015. It is work time to check the list and see who made the list and why. A bigger question is what these companies are doing differently in their industries while facing Globalization 3.0 as anyone else 24hours seven days a week as we are.

But how these changes can happen Izabela? With increase employee engagement even slightly, through the improved process, procedures, metrics, communication and to most ‘scarry” change management, we can expect an increase in organization’s financial success. It is an undeniable connection between productivity, profitability and customer engagement as a direct result of employee engagement. Indeed, it can be fast, furious and financially rewarding for everyone involved.

This image may or not be the most accurate representation of employee mix in your organization or classification of different generations. But if nothing else, can be thought to provoking to paying close attention what drives employee engagement and ultimately high-performance impact. It can lead to high-performance impact leadership success by knowing generations of workers you are managing and want to manage most effectively.

Massive success to you on your journey as a transformational leader!

Leave a Legacy – A Legacy That Matters!

Be a Legend –  Your Legendary Way!

Learn… Lead… Love…  Izabela Lundberg  (@IzabelaLundberg) is CEO and Founder of Izabela Lundberg International. She is an Executive  Consultant, Trainer & Speaker for Fortune 500 and  Professional Athletes & Coaches. She is #1 International Best Selling Author & Leading Authority of Leadership Transformation From Fear to Greatness. Drawing on her extensive global business management, diversity, and high-performance impact expertise through her work with people from over 80 countries, Izabela also writes and speaks on topics such us  Strategic Leadership & InfluenceLegacy Leadership, & #HighPerformance #Impact.