Speaker 1: Helping leaders motivate their people to a higher level of
Speaker 1: performance through strong human relations, team building, and GOLAJV. This
Speaker 1: is the seven Minute Leadership Podcast with your host Paul Fellovaledo.
Speaker 2: Hello everyone, and welcome to the seven Minute Leadership Podcast.
Speaker 2: It's episode four forty nine. Let me say something that
Speaker 2: might shake a few traditional leaders. The workforce you hired
Speaker 2: five years ago is not the same workforce applying today.
Speaker 2: We're talking about workforce two point zero, a modern, evolved
Speaker 2: version of the employee, and as leaders, we either adapt
Speaker 2: to it or we risk being left behind by it.
Speaker 2: So today's episode is all about preparing for what your
Speaker 2: next ten hires will expect from you as a leader
Speaker 2: and as an organization, because if you're still offering yesterday's playbook,
Speaker 2: you'll miss out on tomorrow's talent. Number one, they expect purpose,
Speaker 2: not just a paycheck. Today's workforce wants to know why
Speaker 2: they're doing the work, not just what they're doing. They
Speaker 2: crave connection to a mission. If your organization can answer
Speaker 2: why it exists beyond profit, you'll lose out. Mission driven
Speaker 2: organizations are winning the war for talent. Your next ten
Speaker 2: hires will want to believe they're contributing to something bigger
Speaker 2: than themselves. Don't just show them the task, show them
Speaker 2: the impact. Number two transparency is the new currency. The
Speaker 2: next generation of hires grew up with access to everything, reviews, feedback,
Speaker 2: behind the scenes content, so when leaders act vague or secretive,
Speaker 2: it sets off red flags. They want to know how
Speaker 2: decisions are made, where the company is headed, in how
Speaker 2: they fit into the picture. If you're still operating with
Speaker 2: a need to know mentality, they'll check out mentally or physically.
Speaker 2: So be upfront, be clear, be human, because transparency doesn't
Speaker 2: weaken leadership, it builds it. Number three Growth is mandatory,
Speaker 2: not optional. If your team isn't learning, they're leaving. Your
Speaker 2: next ten hires expect development, not just during onboarding, but continuously.
Speaker 2: That doesn't always mean promotions or expensive training. It could
Speaker 2: be cross training, mentorship, or project responsibilities. They want to
Speaker 2: be better because they were on your team, and if
Speaker 2: your leadership doesn't offer that, they'll look elsewhere. Number four,
Speaker 2: Flexibility is the new four oh one K. Flexibility isn't
Speaker 2: a perk anymore. It's a baseline expectation that might mean
Speaker 2: remote options, hybrid schedules, or more autonomy over how they
Speaker 2: manage their work. This doesn't mean you lose control. It
Speaker 2: means you start managing outcomes over hours. If you're stuck
Speaker 2: in butts in seats leadership, your next ten hires will
Speaker 2: pass you by. They want trust, they want life balance,
Speaker 2: and more importantly, they want you to understand that work
Speaker 2: is a part of life, not the center of it.
Speaker 2: Number five. They care who you are as a leader.
Speaker 2: It's not just about your title or your resume anymore.
Speaker 2: Your next ten hires will google you. They'll look at
Speaker 2: your values, your tone, how you talk to people, and
Speaker 2: how you show up during conflict. They don't want a
Speaker 2: boss who hides in the office. They want a leader
Speaker 2: who's real, who admits me stakes, stays consistent, and shows
Speaker 2: up with authenticity. If you think leadership is just a
Speaker 2: job function, they'll feel it. If you live it, they'll
Speaker 2: follow you. Number six. They want a seat at the table,
Speaker 2: even if they're new. The old model said earn your
Speaker 2: way into the conversation. The new model says, we value
Speaker 2: your perspective from day one. Your next ten hires want
Speaker 2: to be heard, not to override decisions, but to contribute
Speaker 2: ideas and insight. Give them a voice early and they'll
Speaker 2: invest in your mission long term. Number seven, culture is
Speaker 2: no longer invisible. Your next ten hires are culture checkers.
Speaker 2: Before they join. They'll ask your current team what it's
Speaker 2: really like to work there. They'll look for signs of toxicity.
Speaker 2: They'll scan for clicks, They'll spot red flags in your
Speaker 2: communication and your silence. Culture isn't about free coffee or
Speaker 2: casual fridays. It's about how you treat people when no
Speaker 2: one's watching. Build a culture that stands up to the
Speaker 2: quiet interview, the one where a new hire just watches
Speaker 2: how people behave. So Workforce two point zero isn't just coming,
Speaker 2: It's already here, and your leadership must evolve to meet it.
Speaker 2: So start by asking yourself, does our mission inspire? Do
Speaker 2: we lead with transparency? Are we growing our people? Are
Speaker 2: we flexible enough to compete? And am I the kind
Speaker 2: of leader they choose even if they had ten other offers.
Speaker 2: The leaders who adapt will attract talent. The ones who
Speaker 2: resist will repel them away. This has been the seven
Speaker 2: minute Leadership Podcast, and I thank you for listening.
Speaker 1: For more, Paul Fell of Alito Podcasts, visit Paul Fell
Speaker 1: of Alito dot com