In the era of AI and change, organizations will need to create a Human Intelligent (HI) Workplace by ensuring your workforce feels fulfilled (Part 7)

HI workplace

Human Intelligent (HI) Workplace
Helping Leaders Help Themselves

April 22, 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 last component that can enable a Human Intelligent Workplace is about the workforce feeling they are fulfilled in the work they do. This is in a way a summary of all of the previous components resulting in a fulfilled and engaged workforce.

 As mentioned earlier, today’s workforce is looking for happiness, purpose, autonomy, and being involved in something bigger than them. Not just being involved in routine and monotonous work. To be respected and appreciated for what they have done and contribute to the organization’s objectives.

To have this, you will need effective leaders and an organizational culture that engages everyone and creates a great work experience. An organization where everyone can collaborate, and diversity is seen as a strength. Where everyone can contribute and feel psychologically safe even when they offer a minority point of view. Where they feel listened to and understood by their leaders. In summary, where they feel fulfilled.

For you as a reader and/or leader to consider if your workers feel fulfilled, you might want to consider the following questions:

  1. Do our workers truly feel listened to by their leaders?
  2. Is diversity seen as a strength and supported?
  3. Does the workforce feel psychologically safe?
  4. Is the workforce truly listened to?
  5. Does our organization support all of the above?
  6. Have I checked and verified my perception of our workforce?

How you answer these questions and in addition gain insights from the rest of the organization will only help in ensuring your organizational culture is one where leaders do truly listen. Effective leadership is demonstrated by truly engaging with your workforce and listening to their perspectives, concerns, and ideas.

Reach out if you’d like to discuss ways to assess your organization to determine if and what sort of plan you need to develop.

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