Recent Trends for future managers.ppt

1. Recent Trends For The
Future Managers
Persentation By : Khushhal Saini

2. INTRODUCTION
 In the 2022 business climate, organizations are facing a more
complex and competitive environment than ever before. As a
result, the competencies of the managers who thrives in the
modern-day business world is changing.
Here are the new trends in leadership and management that
learning initiatives will need to employ in 2022 and the following
years to come to better prepare current and future leaders for
success.

3. SOME TRENDS FOR FUTURE MANAGERS
Flattening
organization
structures
INCREASING
NEED TO
DEVELOP SELF &
OTHERS
Shifting focus to
development on soft
skills
Increasing need to
develop self &
others
Video Marketing
Adopting a blended
approach to leadership
and management
development
Approaching the
“Talent Cliff”
Outside Consultants

4. INCREASING NEED TO DEVELOP SELF & OTHERS
To keep on top of the rapidly changing technological environment, managers
can no longer sit back and say “I know everything I need to know” as what they
do know today will be outdated tomorrow. There is now a greater need to
develop their self and their teams.
When comparing job culture to that of 10 years ago, there is less loyalty
amongst employees to their employers, meaning employers need to do
everything they can to keep the employees in the company as long as possible
to improve staff turnover.
Overcome your fears , Learn something new , Ask for feedback.

5. FLATTENING ORGANIZATION STRUCTURES
Flatter’ organizations tend to benefit from improved communication
between employees, increased morale and the ability to make
decisions and changes faster. Typically, employees' responsibility levels
tend to be much higher in flatter organizations, thus improving job
satisfaction.
 As we move through 2022 and towards next year, we will begin to see
a shift in the hierarchy structure of many companies, particularly those
in creative industries, and start ups.
Focus on the customers , Flexibilty between units and jobs ,
decentralized management approach.

6. APPROACHING THE “TALENT CLIFF”
 Firms must prepare as the largest workforce in history moves into retirement.
Mentoring, coaching, and job shadowing are examples of how organizations can
manage the transition of the leader.
 Many companies teetering on the edge of the talent cliff take the approach of
hiring apprentice, to allow those interested in the industry to gain hands on
experience, and for companies to be able to increase their workforce in a way
that inexpensively gives back to the community.

7. VIDEO MARKETING
 The Well-known social media influencer and online company developer -
Gary Vaynerchuk , often states, “the most powerful tool of content
marketing tool in the present scenario is video.
 Over 55% of online viewers are habitual of watching at least one
marketing video a day, delivering it a higher ROI in comparison to other
forms of advertisement.
 Grow revenue , Influence buying decisions , Give the people what they
want , Increase Traffic.

8.  The focus in the past has been on ‘hard skills’ These types of skills
include emotional brainpower , creativity, adaptability and time
management. Employees can be taught “hard skills” such as the
specific skills needed to carry out their role.
 Investing in the development of employees’ soft skills training courses
will result in an increase of leadership potential, satisfaction in the
workplace, and work performance.
 Leadership skills , Teamwork , Communication skills .
SHIFTING FOCUS TO DEVELOPMENT ON SOFT SKILLS

9. OUTSIDE CONSULTANTS
 Once a leader accepts that they don’t know, or need to know
everything about their specialism, and may not have all the answers ,it
opens up the opportunity to bring in external consultants to share their
knowledge and experiences.
 Consultants are often hired to improve communication skills,
collaboration and organizational skills, as well as skills specific to the
job.

10. ADOPTING A BLENDED APPROACH TO LEADERSHIP AND
MANAGEMENT DEVELOPMENT
e development
 Using a blended approach to leadership development allows leaders to
break up their courses into more manageable sessions of one to one/class
tutoring, with some transportable materials such as online webinars.
 The flexibility of blended learning makes it much easier to keep up as your
business scales and grows, particularly nowadays when working from home
and remote working is much more common.
 Its flexible and scalable , Affordable , Combines the best of traditional and
E-learning approaches , Competitors are likely already using it.

11. CONCULSION
e development
Future managers should be fully dedicated, work
closely with each other, keep employees motivated,
and make every effort to meet the needs of the
world ; They should have the courage to accept
their mistake and they need to work flexibly in every
possible manner.

12. Thank you