| As 2005 starts to slowly fade in our rear
| |
| | priority. Without healthy minds, it will
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| view mirror, I get excited about thinking
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| | be impossible for them to realize the
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| what we will see ahead of us in the areas
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| | productivity gains and increase their
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| of workplace trends. After reading
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| | capacity for growth. On the other hand,
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| numerous articles, attending conferences
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| | as clearly stated in Watson Wyatt's 2005
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| and analyzing research reports, here's
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| | Staying@Work survey, employers are
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| what my crystal ball says are the top 10
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| | "increasingly concerned about mental
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| trends we'll be seeing in the workplace
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| | health claims, but don't know how to
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| in 2006:As businesses struggle to attract
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| | address the issues or meet their goals of
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| and retain the best and the brightest
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| | increasing productivity". 2006 will
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| people in a hot market, as our population
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| | become the year that employers finally
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| continues to gray, and the global economy
| |
| | get it and will start to tackle the
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| gains more momentum, employers will have
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| | health issues head-on.There is no room
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| to start managing and engaging their work
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| | for the computer illiterate. Computers
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| force. All the automation, tools and
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| | have found their way into every part of
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| processes will go in vein if there aren't
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| | corporate Canada. They are on our desks,
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| good people to create, invent and manage
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| | in our production lines, in our homes, in
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| the business.William Bridges noted it
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| | our cars and in our hands. Developing
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| first. Technology, information and
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| | and nurturing computer know-how will be
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| communications have come together to
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| | essential to everyone in the work
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| radically and permanently change the
| |
| | place.There is no longer a clear skill
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| structure of work. This trend is not
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| | set that every person can count on to be
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| about losing jobs; rather, it is about
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| | successful in whatever career they are
|
| redefining our understanding of work and
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| | in. No more clear-cut career paths that
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| learning how to develop ourselves within
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| | articulate the road to success or to the
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| this understanding. People in workplaces
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| | corner office. The workplace will no
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| will need to learn how to continually
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| | longer guarantee people a job, increased
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| embrace change and re-configure their
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| | learning or a step up a ladder. Everyone
|
| career portfolios.Top research from
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| | must take responsibility and get ready
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| around the world, such as that drawn from
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| | for their own future.The media has done
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| Goldman and Pink has earmarked the
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| | an excellent job highlighting the fact
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| movement away from the Information Age
| |
| | that more top talent is opting out of the
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| and toward the dawning of the Conceptual
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| | corporate scene. One of the key reasons
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| Age. The abilities that will matter and
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| | that is cited repeatedly is the value
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| fast become most valued in the workplace
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| | misalignment between the organization's
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| include empathy, counseling, seeing the
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| | values and their own. People are tuning
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| big picture and creativity.
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| | into what life coaches call "core
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| Whole-brained thinking will take front
| |
| | values". They are finding that the road
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| seat to the traditional left-brain
| |
| | to personal success and gratification
|
| thinking which only rewards the more
| |
| | isn't so much about position or personal
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| critical, strategic and analytical
| |
| | wealth. Rather it is about tuning into
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| thinker.There is a shift from people
| |
| | what really matters to them and setting
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| separating their work and life, toward
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| | up personal boundaries to honour their
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| recognition that we have one life, in
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| | top values. Organizations will need to
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| which work takes up a huge chunk. People
| |
| | step things up a notch. More important
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| want to feel good about themselves and
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| | than a list of values framed and posted
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| express who they are whether in their
| |
| | in the foyer and hallways, will be the
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| work, at the gym or at home. A healthy
| |
| | sense of how people are treated,
|
| lifestyle is becoming a priority for many
| |
| | communicated with and valued.Similar to
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| people in today's workplace.
| |
| | road rage, inter-personal conflict is on
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| Organizations who want to attract top
| |
| | the rise at many workplaces. As people
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| talent will start to enhance their
| |
| | are feeling overwhelmed with
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| culture and processes to support the
| |
| | expectations, impatient, underappreciated
|
| lifestyler at work.Flexibility has become
| |
| | and faced with numerous demands on their
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| almost a mantra for today's employee.
| |
| | mental space and energy, work rage is on
|
| Flexibility in this context is not about
| |
| | the upswing. People in organizations are
|
| the ability to adapt to change and handle
| |
| | going to have to get creative in
|
| surprises (which itself is key in being
| |
| | enhancing egalitarian relationships,
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| successful in today's world). Rather
| |
| | tempering generational differences and
|
| it's about the desire to have flexible
| |
| | facilitating healthy interpersonal
|
| work arrangements. For example,
| |
| | conflict awareness and management. The
|
| telecommute, attend a child's concert,
| |
| | aerobic lifestyle is not going to
|
| take care of an aging parent, workout in
| |
| | disappear. But how we cope and manage
|
| the middle of the day, work part time
| |
| | life demands and deal with conflict will
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| without being penalized ... those things
| |
| | be of crucial importance.Elizabeth
|
| that will allow an individual to find
| |
| | Lengyel is a work life coach who helps
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| some way of gaining control of their
| |
| | people from blue suits to blue jeans,
|
| life. People want a workplace that will
| |
| | transition from career pain to career
|
| support them in managing their supersonic
| |
| | solutions. Creating an edge for today's
|
| treadmill of life.Employers will soon
| |
| | small business - cultivating the
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| find out, if they haven't already, that
| |
| | potential of people, creating meaningful
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| taking care of their employee's mental
| |
| | careers and fostering growth.
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| health and well-being is their top
| |
| |
|
