Here we are with another blog, that considers what we do, and what it takes to work with purpose,

lead with impact, and engage with people in a way that really makes a difference. In our ‘Work Unplugged’ podcast last week, Amrit spoke about the need to evolve or get left behind. Now you might think this is referring to CEOs, and Exec Teams, however, while we have examples like Kodak, and Blockbuster, who didn’t evolve and now don’t exist, the focus for this podcast was looking specifically at individuals at work. The you’s and I’s!

Now the world is changing, and the geopolitics of everything we knew to be concrete is changing. So, organisations need to be constantly evolving. This can’t just be from the top though. Strategically, of course Directors direct, it’s their role and it is necessary. However, the need for people at the forefront to be curious about how to move with the times, developing into the changing needs of their roles, has never been more important, and what’s more could end up helping shape future strategies.

So, the focus is on us as individuals, and there is a real invitation to reflect here. To think about the approaches, we take personally to navigate, manage, and drive change. On the one hand we are needed to respond to the direction of the organisation, and on the other to be engaged and proactive enough to take ownership when there is room and scope for us to make things better ourselves.

Amrit was inspired to talk on this topic, following a workshop he ran with a group of diverse leaders, who he witnessed taking ownership to a whole new level. Rather than waiting for the CEO or the Exec Team to tell them where they were going and what needed to be done, they used the time to really consider what they could do within their own remits, to really drive the changes coming.

Imagine for a second, if people really took charge of evolving their own roles. To look and see in terms of their own responsibilities and expertise, what is required to stay up to date and relevant in the changing times. To reflect on how much change we have instigated over the last year. It would help stop us becoming bored and stagnant in our roles, and it would help the strength of the company from the ground up. And if we are not thinking this way, then the risk is we will get left behind. Left behind how though?

Maybe in terms of new blood coming in and showing us up, with their enthusiasm and fresh perspective, and in terms of our own capabilities and expertise becoming outdated. Or just our own personal motivation and growth stagnating. We might miss out and be overlooked for promotions. Or perhaps we will be playing a part in the Company itself, slowly getting heavy and less agile.

If what you have done is the same as it has always been, then the risk is you will get left behind. Every individual must review their role and ask, ‘can I afford to just stand around and do what I have always done’. This reminds me of that quote “If you always do what you've always done, you'll always get what you've always got” which I believe is attributed to Henry Ford. And frankly that is pretty boring state of affairs. Not to mention unhelpful in the current climate!

Even when there is no external pressure for the organisation to change, or if your manager couldn’t give two hoots about your development. Do you? Now it takes motivation, and curiosity. If you are reading this and thinking ‘I cannot be bothered’ I guess the other question is, are you happy? And if not, why not? It could be to do with a lack of growth and forward motion. Or maybe you believe that it doesn’t make a blind bit of difference what you do. Either way, if it is not serving you or the organisation, maybe there are conversations to be had. With yourself, loved ones and employers potentially. The world now more than ever, needs us happy and bothered.

Amrit always says, ‘be bothered’. And I hear that. One of my personal values is growth. I am forever listening to podcasts, saving things that I feel useful to humankind. Sharing things I think help. And I still feel I need to learn and serve more, more, more! I never want to be stood still. And Amrit asks in the podcast, is it right that we stay stood still? Maybe you are someone who likes what you are doing, and how you are doing it. And this is fine, if you don’t get left behind personally, or aren’t (unintentionally) holding the organisation back, quietly from the side-lines.

If we are not looking to evolve personally, then maybe we are not giving our organisations a fair chance. You might be thinking, and you’d be forgiven, that is not my job and not what I am paid for. I do believe we are paid to be human, and being human involves evolving. We are paid to think and do. Okay, not all roles, but many!  The responsibility of thinking how can I evolve and better what we already do, might just be what helps us keep our jobs.

We often get caught in the reactiveness of work, the business, and the fire fighting. Wouldn’t it be great if we were proactively thinking about driving changes that could help us not have to be so reactive all the blooming time?!  Now Amrit admitted to being an early adopter, always looking for new opportunities, and I am someone who loves variety and change and bores easily, so we kind of have this in the fabric of our organisation, so you could say it is easier for us. Maybe it is. But maybe our enthusiasm for the topic will assist you in learning and growing into a place that brings a renewed sense of pride.

We often talk about growth mindset which is a well-researched ‘thing’! Some people believe that there is only so much you can do, and that if it doesn’t come easy, then that it is proof it is not for them. Others believe that with enough time and energy we can do anything we put our minds to. We can learn anything we choose to. What is your belief?  

As an individual and employee, what can we be doing, what can we change, what external insights can we gain that would let us do it better, or that would help build a stronger culture with growth mindsets a plenty?!  We don’t just have to wait for the CEO, or manager to tell us to change. Because the world is changing. And as Amrit says, if we sit and wait, doing what we have always done, then we are not upholding the responsibility of doing the best we can. Maybe you really are doing your very best in the context you are working in, and if so, great. If not though, there’s that invitation to reflect!

We are not just talking about this for fun. The stats pointed us to it! The world is not going to stop changing. The World Economic Forum Future of Jobs Report 2023 said that 44% of workers skills will be disrupted in the next 5 years. A 2024 LinkedIn Survey stated, employees who don’t actively upskill are more 30% more likely to stagnate and miss out on promotions. A McKinsey report shared that those with a growth mindset are 47% more likely to be promoted than those that fear change. The stats are there and this stuff matters.

Organisations are rightly focused on developing strategies to navigate this increasingly uncertain world, we know they need to be. How much though are we as employees considering the need for change? Are we still current and relevant in our own roles? Or will we get swept up and spat out by changes afoot, that are likely coming. Like it or not.

Click here to listen to the podcast.