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<v Speaker 1>Helping leaders motivate their people to a higher level of

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<v Speaker 1>performance through strong human relations, team building, and GOLAJV. This

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<v Speaker 1>is the seven Minute Leadership Podcast with your host Paul Fellovaledo.

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<v Speaker 2>Hello everyone, and welcome to the seven Minute Leadership Podcast.

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<v Speaker 2>It's episode four forty nine. Let me say something that

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<v Speaker 2>might shake a few traditional leaders. The workforce you hired

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<v Speaker 2>five years ago is not the same workforce applying today.

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<v Speaker 2>We're talking about workforce two point zero, a modern, evolved

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<v Speaker 2>version of the employee, and as leaders, we either adapt

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<v Speaker 2>to it or we risk being left behind by it.

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<v Speaker 2>So today's episode is all about preparing for what your

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<v Speaker 2>next ten hires will expect from you as a leader

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<v Speaker 2>and as an organization, because if you're still offering yesterday's playbook,

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<v Speaker 2>you'll miss out on tomorrow's talent. Number one, they expect purpose,

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<v Speaker 2>not just a paycheck. Today's workforce wants to know why

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<v Speaker 2>they're doing the work, not just what they're doing. They

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<v Speaker 2>crave connection to a mission. If your organization can answer

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<v Speaker 2>why it exists beyond profit, you'll lose out. Mission driven

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<v Speaker 2>organizations are winning the war for talent. Your next ten

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<v Speaker 2>hires will want to believe they're contributing to something bigger

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<v Speaker 2>than themselves. Don't just show them the task, show them

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<v Speaker 2>the impact. Number two transparency is the new currency. The

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<v Speaker 2>next generation of hires grew up with access to everything, reviews, feedback,

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<v Speaker 2>behind the scenes content, so when leaders act vague or secretive,

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<v Speaker 2>it sets off red flags. They want to know how

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<v Speaker 2>decisions are made, where the company is headed, in how

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<v Speaker 2>they fit into the picture. If you're still operating with

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<v Speaker 2>a need to know mentality, they'll check out mentally or physically.

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<v Speaker 2>So be upfront, be clear, be human, because transparency doesn't

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<v Speaker 2>weaken leadership, it builds it. Number three Growth is mandatory,

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<v Speaker 2>not optional. If your team isn't learning, they're leaving. Your

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<v Speaker 2>next ten hires expect development, not just during onboarding, but continuously.

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<v Speaker 2>That doesn't always mean promotions or expensive training. It could

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<v Speaker 2>be cross training, mentorship, or project responsibilities. They want to

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<v Speaker 2>be better because they were on your team, and if

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<v Speaker 2>your leadership doesn't offer that, they'll look elsewhere. Number four,

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<v Speaker 2>Flexibility is the new four oh one K. Flexibility isn't

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<v Speaker 2>a perk anymore. It's a baseline expectation that might mean

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<v Speaker 2>remote options, hybrid schedules, or more autonomy over how they

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<v Speaker 2>manage their work. This doesn't mean you lose control. It

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<v Speaker 2>means you start managing outcomes over hours. If you're stuck

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<v Speaker 2>in butts in seats leadership, your next ten hires will

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<v Speaker 2>pass you by. They want trust, they want life balance,

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<v Speaker 2>and more importantly, they want you to understand that work

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<v Speaker 2>is a part of life, not the center of it.

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<v Speaker 2>Number five. They care who you are as a leader.

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<v Speaker 2>It's not just about your title or your resume anymore.

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<v Speaker 2>Your next ten hires will google you. They'll look at

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<v Speaker 2>your values, your tone, how you talk to people, and

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<v Speaker 2>how you show up during conflict. They don't want a

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<v Speaker 2>boss who hides in the office. They want a leader

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<v Speaker 2>who's real, who admits me stakes, stays consistent, and shows

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<v Speaker 2>up with authenticity. If you think leadership is just a

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<v Speaker 2>job function, they'll feel it. If you live it, they'll

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<v Speaker 2>follow you. Number six. They want a seat at the table,

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<v Speaker 2>even if they're new. The old model said earn your

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<v Speaker 2>way into the conversation. The new model says, we value

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<v Speaker 2>your perspective from day one. Your next ten hires want

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<v Speaker 2>to be heard, not to override decisions, but to contribute

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<v Speaker 2>ideas and insight. Give them a voice early and they'll

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<v Speaker 2>invest in your mission long term. Number seven, culture is

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<v Speaker 2>no longer invisible. Your next ten hires are culture checkers.

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<v Speaker 2>Before they join. They'll ask your current team what it's

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<v Speaker 2>really like to work there. They'll look for signs of toxicity.

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<v Speaker 2>They'll scan for clicks, They'll spot red flags in your

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<v Speaker 2>communication and your silence. Culture isn't about free coffee or

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<v Speaker 2>casual fridays. It's about how you treat people when no

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<v Speaker 2>one's watching. Build a culture that stands up to the

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<v Speaker 2>quiet interview, the one where a new hire just watches

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<v Speaker 2>how people behave. So Workforce two point zero isn't just coming,

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<v Speaker 2>It's already here, and your leadership must evolve to meet it.

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<v Speaker 2>So start by asking yourself, does our mission inspire? Do

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<v Speaker 2>we lead with transparency? Are we growing our people? Are

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<v Speaker 2>we flexible enough to compete? And am I the kind

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<v Speaker 2>of leader they choose even if they had ten other offers.

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<v Speaker 2>The leaders who adapt will attract talent. The ones who

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<v Speaker 2>resist will repel them away. This has been the seven

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<v Speaker 2>minute Leadership Podcast, and I thank you for listening.

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<v Speaker 1>For more, Paul Fell of Alito Podcasts, visit Paul Fell

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<v Speaker 1>of Alito dot com