We have to admit and accept the fact that things have changed, and that, is a normal part of our evolution. We are now living in a new reality, what we call the VUCA (Volatility, Uncertainty, Complexity, Ambiguity) world, where uncertainty, ambiguity and complexity are a part of our lives. Things are ever evolving, with new technologies, increased demands, challenges, and rapid changes. 

This new reality is showing us the importance to be comfortable with the unknown and is teaching us the value of agility, adaptability, being present and able to adjust to change. We have seen, especially after the pandemic, that people’s priorities and the way they approach life has changed. People seek more meaning and purpose in their lives, and place more value on work/life balance, flexibility and simplicity.  We have also seen that people approach employment differently, reassessing what is important to them in a workplace.  They want and choose organisations which have a purpose, progressive practices, and are responsible to the environment, their people, and the wider community. It is important to them to know that their work has an impact, they are respected, they have more freedom to work flexibly, have opportunities to learn and grow, and “space to breath” and to be themselves. Now that is what I call a healthy organisation.

In order for this type of organisation to exist, it must be aligned with the new reality, and ready and willing to undertake a transformation and culture change. It requires a shift in mindset, away from the old ways of working into the new ways of approaching work.  I was a part of a team that was leading a transformation and culture change and the starting point besides defining the desired culture, was the leadership team. It was very important for the team to have a clear goal and that was to “create a healthy organisation”. Leaders had to work on themselves separately, starting with self-awareness and collectively forming a more efficient and effective team. Amongst other things, we developed the leadership competencies framework, we introduced the 360-leadership feedback focusing on self-awareness and provided one-on-one executive coaching to support leaders in this journey of transformation. After years of persistence, consistency and commitment the goal has been achieved and the feedback provided by the employees is that the healthy organisation has been created. 

Any change always starts from the top, which is why it is down to the leadership of every organisation to really embrace and drive any successful transformation into the new era. Leaders must understand that leadership goes beyond a title or a personal achievement. The role of a leader has a big responsibility. Responsibility to oneself, other people, the culture and the environment. Leaders need to have a purpose and focus on the common good, work collaboratively all together and transparently without hidden agendas. They need to be inspiring and authentic. The transformation of any culture will not happen only with amended rules and procedures but led by example from the leaders.

The role of the organisations with its HR departments, is to provide the tools and support so that their leaders have the opportunity and the space to develop. It takes courage, willingness, and openness to embrace the new and leave behind the old, the familiar, the comfort zone. In this new era, the transformation is imperative not only for the business continuity and success, but also for the society. By having a healthy organisation, you are influencing people towards a healthier and happier lifestyle. And that is what makes leadership meaningful. Its influence has an impact beyond the work environment which is what we need today!