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