The New Age Manager

At the managers end, it will be important to unlearn the intuitive part of people decision making and gravitate more towards the new, rich, analytics based decision making patterns. As in all changes, this will also require change in mindsets which HR should be able to drive.

A new-age manager must be with managerial style go from formal to casual, from authoritative to democratic or inclusive, from non-hierarchical top-down to bottom up, thus transforming his style from a traditional authority driven into a coach, mentor, guide, and a friend.

Now the challenge for HR is to recruit worker-specialists in adept in use of artificial intelligence, quantum computing, genetic engineering, 3D printing, robotics, virtual reality and the like in their jobs. Skill cycles are getting shorter. Talent acquisition itself may become a specialist job...

As we move forward, few new people practises are getting momentum which are focused on create individualized employee experience. Starting with dedicated efforts around wellness and care to creating a psychological safe environment for teams to thrive and unleash their potential is more pronounced...

There are managers who collect templates from companies that they have worked in and try to force fit them into their current organisations, but that will not work as the domains, culture and business agendas are different.

Managers will be assessed and developed around people and performance oriented competencies which will revolve around motivational, technological, communication, social intelligence, collaborative, emotional, economic, and digital agility. These competencies will drive the business of new age...

Those that are willing to move forward from industrial-era command and control styles and instead create cultures of empowerment and contributions are more likely to succeed. There are several instances of flattening the hierarchy to bring more speed to problem solving and decision making.

One will need to assess the new managers through a very different set of evaluation tools. For example, Agility, Frugal mind set despite being driven by core of trust, empathy and compassion.

High touch moments are going to be more and more important because they are at the core of what makes us human. Human-human connection can never be replaced entirely by technology.

Leadership style will always remain same for the managers of new era or the experienced managers that is to lead through turbulent times. The competency, ability and most importantly emotional quotient to play every bouncer/googly and still stay on the crease and making way for the team would be...