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Forbes
27-03-2025
- Business
- Forbes
The Great Privatization: Another Workforce Shift Is Coming
Kelly Stine, Gallup Certified Strengths Coach and Founder of The Leading Ligh Coach . getty In 2021, millions of professionals left their jobs looking for better pay, career growth and work-life balance as they reassessed their priorities after Covid-19. That movement was deemed the Great Resignation. It was closely followed by the Great Reshuffle, where many of those workers returned to work, but in different industries, freelance roles or as entrepreneurs. Now, we may be on the verge of yet another transformation: the Great Privatization. Federal job cuts and changes in government funding are forcing many professionals to rethink their careers yet again. I'm hearing from clients and friends of clients—some are choosing early retirement, while many others are looking to move to the business world. This is a shift that goes beyond individual jobs and is likely to impact the sectors themselves. Both public and private sector leaders will need to adapt to new norms, and the demand for coaching will likely grow as professionals seek guidance in navigating these changes. Public sector leaders have a lot on their plates right now. A client told me about a government team lead who was recently ordered to bring everyone back to the office five days a week even though some employees lived two hours away. At my kid's school, the music teachers are now petitioning the parents for donations in case funding gets cut. There's so much uncertainty, and big changes are likely ahead. These leaders aren't just dealing with their own stress, they're also trying to keep their teams engaged. Gallup's 2025 "Global Leadership Report," based on research across 52 countries, found that employees need four key things from their leaders in order to engage: hope, trust, compassion and stability. Of these, hope is the most important. Hope is not just about feeling optimistic. It is about helping people believe that the work they are doing now will matter tomorrow. When hope is missing, disengagement spreads quickly. So for public sector leaders, beyond managing policies and budgets, your most important job right now is to keep hope alive in your team. • Connect your team's day-to-day tasks to a bigger purpose so team members can see why their work matters. • Recognize and celebrate small wins to keep morale up and highlight progress. • Offer professional development opportunities so people feel like they have a future in both their careers as well as the organization. • Be transparent about challenges while focusing on actionable solutions. History offers powerful examples of leadership sustaining engagement through adversity, like Dr. Martin Luther King Jr.'s 1965 Selma to Montgomery march. It proves that motivation and hope can endure even against seemingly insurmountable challenges. In the public sector, leaders must be that beacon for their teams and communities. For Private Sector Leaders Adapting To An Influx Of Public Sector Talent While public sector leaders are trying to maintain engagement, private sector leaders will need to figure out how to integrate a wave of professionals coming from public sector roles. These professionals offer expertise, mission-driven commitment and fresh perspectives but may struggle in corporate settings. Some find it hard to translate their experience into private sector terms, while others need support to adapt to a business's pace and expectations. For private sector leaders, this transition presents both challenges and opportunities. How Private Sector Leaders Can Integrate Public Sector Talent • Adjust hiring practices to recognize transferable skills and strengths rather than focusing on direct private sector experience. • Provide structured development programs for incoming public sector hires as well as current employees looking to advance or shift roles. • Set clear expectations for public sector hires about cultural differences, such as decision-making speed and the degree of collaboration they can expect to engage in. This is an opportunity to fill positions with great talent, but it will test leadership agility. Companies that invest in helping new hires succeed will not only fill key roles but can also create stronger, more experienced and more resilient teams. For Coaches Looking To Position Themselves As A Guide In The Great Privatization As professionals navigate the Great Privatization, career coaches can help them showcase experience, build confidence and adapt. Demand for guidance will likely rise, but success depends on whether those who need the coaching can find it. Consider the following tips: 1. Leverage your expertise to support professionals navigating change. • Stay within your area of training and specialization. • Identify the group most impacted by this shift that aligns with your expertise. Then determine how you can best help them. 2. Make your coaching services visible and accessible. • Offer a low-risk way for professionals to experience your coaching, such as a free webinar or a downloadable guide. • Partner with other coaches or organizations that serve your target audience. 3. Focus on high-impact coaching programs. • Create high-quality resources, programs, workshops and coaching packages that solve a clear problem (i.e., résumé writing for professionals transitioning from public to private sector). Why Coaches Must Act Now The workforce is shifting, and the coaches who step in to guide professionals through the change can establish themselves as trusted experts, grow their business and fill a real need. If you are a coach, the question is not whether professionals need your help. The question is whether they will know where to find you. Now is the time to position yourself as the go-to resource. What Comes Next? As the Great Privatization unfolds, public sector leaders will need to focus on personal and team resilience and engagement, while private sector leaders will need to focus on adaptability in hiring and development. The coaches who make their services specific and visible are well-positioned to grow their business and expertise. Despite the challenges, there is an opportunity for coaches, leaders and professionals who are willing to embrace change to grow and emerge stronger in the face of this latest workforce transformation. The workplace is evolving again. The only question is whether your leadership and career will evolve with it. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
Yahoo
12-02-2025
- Politics
- Yahoo
Hope is the most sought-after trait in leaders, Gallup survey finds
The world's followers have spoken: They seek hope from their leaders. This is according to Gallup's Global Leadership Report, which surveyed people from 52 countries and was released at the World Governments Summit in Dubai, where political and business elites are mingling this week. The survey found that hope is the dominant quality followers seek in leaders, followed by trust. Countries with younger populations, such as Saudi Arabia, Indonesia, and Egypt, placed a greater emphasis on hope, with followers seeking attributes like inspiration and vision to shape their economies and societies. Who people look to for leadership varies. In the expat-heavy, work-driven UAE, half of the respondents identified a workplace manager as their most influential figure, the third highest globally after China and Germany. This compares to a third of respondents in Saudi and the US, where leadership influence is more evenly distributed among workplace, political, and religious figures.
Khaleej Times
11-02-2025
- Business
- Khaleej Times
Most UAE employees say workplace leaders are most influential in their lives
Workplace leaders have a more positive influence on UAE employees than their loved ones, according to a new survey released on Tuesday. According to 'Global Leadership Report: What Followers Want', more than half – 52 per cent – of the employed people in UAE said workplace leaders have the most positive influence on their daily lives, ranking the country third. These influencers could be managers, colleagues or organisational leaders. This is compared to 32 per cent of UAE employed people who said they were positively influenced by their loved ones. Stay up to date with the latest news. Follow KT on WhatsApp Channels. In the UAE, 4 per cent mentioned political leaders and 4 per cent mentioned religious leaders. The study – released at the World Government Summit taking place in Dubai from February 11 to 13 – found that hope is the primary need of followers in the UAE, with nearly two-thirds – 64 per cent – of all attributes linked to influential leaders pointing to hope, significantly more than trust (29 per cent), the second most important need. Compassion and stability are the other factors that have a positive influence on them. This new global study spanned 52 countries and covered the vast majority of the world's population and economy — revealing what people value most in the leaders who positively influence their daily lives. Globally, workplace leaders hold tremendous potential to improve lives. Nearly one-third – 34 per cent – of employees cite someone from their work environment such as a manager, colleague or organizational leader as most influential, fewer than those who name a family member – 44 per cent. According to Gallup findings, hope stood out globally also as the dominant need of employees, accounting for 56 per cent of all attributes tied to positive leaders, far outnumbering mentions of the next key need, trust (33 per cent). Compassion and stability combined account for about one in nine positive leadership traits mentioned. The study found that family leadership plays an integral role in daily life, with 57 per cent of adults naming a family member as the most influential leader in their lives.
