January 2025 – Work is Changing, Leadership is Shifting, Attention is Waning, and AI is Rising
Issue 71
What the Future of Work Means for You
The Future of Jobs Report 2025 from the World Economic Forum lays out some hard truths for managers: skills are evolving, workforces are shifting, and business models must adapt. The world of work isn’t waiting for anyone.
Key Takeaways for Managers
Digital Access as a Game-Changer: 60% of employers believe expanding digital access will transform business. What does this mean for your team?
Economic and Climate Pressures: Rising costs and climate change adaptation rank among the biggest forces shaping work. Are you helping your team navigate these shifts?
Job Market Transformation: Expect growth in tech and frontline roles, while clerical jobs decline. Are your hiring and development strategies aligned with this shift?
Skills Evolution: Nearly 40% of today’s skills will be outdated by 2030. Analytical thinking, AI literacy, and adaptability are essential. Are you investing in upskilling?
Talent Strategies: Well-being and DEI initiatives are becoming crucial in attracting and retaining talent. Are you fostering a workplace where employees thrive?
Bottom Line: Flexibility, foresight, and human-centered leadership will define success in the years ahead. Your ability to prepare teams for change will separate great managers from those left behind.
Debunking Myths About Impostor Syndrome
New research from MIT Sloan, Georgetown, and UVA challenges common beliefs about impostor syndrome:
Myth: It’s a permanent issue.
Reality: It fluctuates—people experience it differently over time.
Myth: It only affects women or marginalized groups.
Reality: It impacts all demographics equally.
Myth: It’s always harmful.
Reality: It can actually improve collaboration and empathy.
Myth: It causes negative behaviors.
Reality: No direct link—effects depend on context.
What This Means for You: Instead of treating impostor syndrome as a weakness to fix, managers should recognize it as a dynamic experience. Supporting employees through moments of doubt can actually strengthen team cohesion.
Leading Remote Teams Effectively
A recent study highlights the best strategies for managing remote workers:
Reduce Psychological Distance: Relationship-focused leadership improves team connection.
Regular Check-Ins: Meaningful one-on-ones and team meetings boost engagement.
Support Work-Life Balance: Flexibility helps with well-being and performance.
Clarify Team Vision: Employees perform better when they see the big picture.
Encourage Informal Interactions: Digital tools should facilitate casual chats, not just meetings.
For Managers: Remote work isn’t about control—it’s about connection. Creating a strong team culture requires intentional leadership.
Curiosity and Learning: The Key to an Engaged Workforce
Curious employees engage in informal learning, which fuels innovation.
A fun work environment can re-energize disengaged teams.
Leaders set the tone: an ebullient leader fosters curiosity and collaboration.
Your Move: How can you cultivate curiosity in your team?
The Perfectionism Trap
Perfectionism in leadership can be a double-edged sword:
The Downside: When perfectionist leaders express anger, psychological safety drops—hurting creativity and innovation.
The Fix: High standards are good, but they need to be balanced with empathy. Managers should regulate emotions and create a culture where experimentation is safe.
Ask Yourself: Do your high expectations inspire excellence—or fear?
The Myth of Multitasking
Your brain isn’t built for multitasking. Research confirms that task-switching reduces performance and memory retention.
Managerial Solutions:
Design workflows that minimize switching costs (e.g., dedicated focus blocks).
Create meeting-free periods for deep work.
Limit digital interruptions—set clear communication norms.
Train employees on attention management.
Why This Matters: A distracted workforce is an unproductive workforce. Managers must rethink how work gets done.
A Leadership Crisis: America Needs More Humility
81% of workers report burnout. Could leadership humility be the missing ingredient?
Humble leaders build healthier workplaces and more confident teams.
Admitting mistakes and celebrating others' strengths boosts trust.
Companies that embrace humility see better mental health outcomes.
Takeaway: Confidence and humility aren’t opposites—they’re allies. Strong leadership means knowing when to step forward and when to step back.
Philosophy is Eating AI
We’ve gone from "software eating the world" to "AI eating software."
But the next step? Philosophy eating AI.
Ethics, purpose, and the nature of knowledge itself will shape AI’s future. Leaders can’t just focus on technical excellence—decisions about AI must be grounded in deeper philosophical frameworks.
The Question for Managers: How do you ensure AI aligns with your organization’s values?
Final Thought
The workplace is changing, but one truth remains: Managers have a responsibility to shape environments where people can thrive.
Each challenge—whether it’s adapting to new skills, leading remotely, or rethinking leadership itself—is an invitation to grow. How will you respond?
Until next month,
Richard
Did this issue make you think? Share it with a fellow manager.