In the era of AI, organizations will need to create a Human Intelligent (HI) Workplace through Effective Leadership (Part 1)

Leadership to heart
HI

Human Intelligent (HI) Workplace
Helping Leaders Help Themselves

February 26, 2024

A Human Intelligent (HI) Workplace is defined as one where leaders model effective leadership behaviors by creating an organizational culture where the workers’ experience is one of being engaged while collaborating with their diverse team members.
 
It is a workplace where the workforce feels psychologically safe when raising different perspectives, taking risks, being innovative, and/or being creative. It is a workplace where the workforce feels listened to and understood by their leaders. It is a workplace where the workforce finds fulfillment in the work they do and in the organization they work in.
As you can read, the first component is effective leadership. It has been written that what the brain needs is a leader to create environments that feel safe and certain. That the workforce needs leaders who communicate well, make understanding them easy, and create fair and transparent processes, so our brains do not waste precious effort in second guessing or trying to understand what to do next. The growth of research and writings in neuroscience and neuroleadership brings to the forefront the importance and need for effective leadership from a brain’s perspective. This is further supported and accentuated by the fact that today (and it has been changing for some time) there is a major shift in the mindset of the workforce. Today’s workers are looking for meaning, happiness, purpose, autonomy, ongoing development, and appreciation for the work they do. They are looking to their leaders to provide this. Unfortunately, most organizations have not kept up with these changes and in turn, most workers are not finding this to the extent they are expecting it.

It has been found that the 5th cause of death is work due to stress. And those in management play an important role in this stress. They play a bigger role than the worker’s doctors. Which again, means leadership effectiveness will be crucial. The hidden costs of ineffective leadership are lower productivity, a less engaged workforce, increased turnover, loss of trust in the management, a toxic organizational culture, and employee well-being among others. Some questions to consider for those in a leadership role are the following:

      1. How effective am I as a leader?
      2. Have I confirmed my perception of this with others?
      3. What do I do well and what can I do better?
      4. What is my emotional intelligence when it comes to working
        with others?
      5. Do I treat others fairly or do I have my favorites-really?
      6. Do I truly know my workforce? Do I spend time learning more
        about them?
      7. How do I treat others when I am under stress? How is my
        emotional contagion (which means your emotions are
        contagious)?

    Today’s workforce is not only looking for but expecting effective leadership. How well are you doing in this space-really? If you want to find out, we may be able to help. Reach out to Human Intelligent Workplace  if you’d like to learn more.

    www.humanintelligentworkplace.com

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