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We Need to Stop Asking People, “What Do You Do?”
As we observe continuous shifts in our society, we also see rapid changes in the landscape of work. We’re moving from brick and mortar stores to online shopping carts; from hiring co-workers to engaging co-creators; and from managing by control to leading with support.
But not everyone is on the same page.
In the sphere of management and leadership, we’re evolving in some areas — but not all. Whereas the post-war industrial age of the 20th century thrived on top-down leadership in order to get things done, the 21st century, thankfully, is evolving to embrace values of empowerment and innovation.
Sure, we are starting to see more enlightened leaders stepping up, but we also have a legacy of bad bosses — those who still believe in micromanagement or using their power to manipulate and control. Good luck with that. Today’s workforce demands that leaders be transparent and start leading by example.
Another critical component in large-scale change is to update our language — an aspect that actually defines our culture. Words are powerful, and the words we use hold more than literal meanings; they also contain history, associations, and connotations. As old words become obsolete, so does the context often associated with them.
