Snapshot Trend Report 2023 & looking ahead to 2024

At Prism, we understand that now is an exceptionally busy time for HR and L&D Professionals as we near the end of 2023. Considering the dramatic pace of change across all industries, we have created a snapshot trend report for 2023 that includes a glimpse into 2024. These trends are consistent across Prism's client base, which spans various sectors in Ireland and worldwide.

Key Trends of 2023

Leadership Team Alignment – Leadership teams are placing a growing emphasis on fostering alignment as a central element in improving decision-making and operational effectiveness. This alignment serves as a crucial indicator for establishing and sustaining high-performance teams. Organisations are becoming more aware of the timesaving, attention focusing and energy generating value of having a skilled and experienced facilitator to bring leaders together face-to-face to unite them in delivering their strategic goals.

Accelerating Team Trust – Perhaps because of hybrid working or the need for fast paced collaboration, many teams are looking for ways to communicate more clearly and honestly with a focus on building trust as a foundation for psychological safety. Using a communication model developed by the clinical psychologist Dr. Marshal Rosenberg, author of the book ‘Nonviolent Communication,’ teams can connect more deeply, communicate more consciously, access different perspectives and behaviours in communicating with colleagues and clients / customers to build strong scaffolding for challenging and open conversations, resulting in greater trust as well as change adoption.

Feedback and Meaningful Development Conversations – The shift from remote work to a hybrid model has resulted in a reduced level of confidence and motivation to step into discussions related to personal development, performance improvement and behaviour alignment. Paradoxically, the demand for these essential conversations is now greater than ever. Feedback is no longer limited to an annual ritual but is evolving into a continuous, constructive, and real-time exchange. Regular feedback dialogues are becoming standard practice, nurturing the growth, retention, and progression.

Manager as Coach – Retaining valuable talent remains as a key priority for most organisations. Frequently, establishing a connection with line managers can serve as the pivotal factor influencing employees' decisions to remain and advance. Best in class leadership includes a coaching-centered approach, with managers upskilling to have the mindset and skillset to assume the role of coach. Their purpose is to provide guidance, connection, and support to the individuals on their teams, leading to enhanced performance and greater engagement.

Energy as a Leadership Resource – Leaders are increasingly acknowledging the significance of energy management in enhancing their leadership effectiveness. Leaders are now, more than ever, dedicating their attention to preserving their physical and mental health, enabling them to lead with much greater resilience. Additionally, employees are also placing greater emphasis on achieving a wellness and balance focus within their lives. Organisations that actively foster, train and practice elements within this balance are maintaining an advantage in terms of retaining and attracting staff.

Women in Leadership – Organisations are increasingly focusing on developing female leaders in the workplace as a strategic priority. Representation of women in leadership roles has increased significantly in recent years and will continue to be a priority in 2024. Hybrid working has in many cases enabled progression among this cohort and has equally challenged confidence, visibility, and sponsorship. The implementation of leadership training initiatives specifically customised for women remains a vital resource that allows leaders to engage in introspection, exchange insights and surmount biases.

Mindfulness for Effective Decision Making – As the barrage of time demands pummel leaders and managers, the ability (in reality, the head space) to approach decision making in a strategic, thoughtful, and purpose-centric way, is a greater challenge today more than ever. The incorporation of mindfulness for managers and leaders improves the quality of decision making and is regarded as a valuable tool for boosting self-awareness to facilitate effective and considered decisions.

Reigniting Networks – Leaders are continuing to reactivate networks in today’s rapidly evolving business landscape. Leaders are adopting the mindset that effective leadership is not about individual capabilities and more about harnessing the power of a network to drive innovation and success. Leaders who are nurturing these relationships are tapping into diverse perspectives and expertise, enabling them to adapt to the changing landscape.

Communicating for Influence – Leaders across all industries are still combating issues around communication within their organisations. To communicate for influence, leaders and managers must use techniques such as storytelling, active listening, and empathy. The ability to communicate effectively for influence leads to increased productivity, fosters collaboration, and drives change.

2024 Focus Areas

In 2024, we can expect to see further development of many of the trends seen in 2023. The below themes are likely to continue as key priorities for organisations worldwide:

Fostering Resilience / Wellbeing - The emphasis on mental and physical health is likely to continue in 2024, as the understanding of the importance of overall wellbeing grows. This may include providing resources and support for stress management, mental health, and encouraging a healthy work-life balance.

Future Skills – As Generative AI continually advances and technology evolves, organisations will need to prioritise the aspects that technology cannot facilitate such as emotional intelligence, empathy, communication, and leading virtual teams.

Promoting Diversity and Inclusion - Efforts to build diverse and inclusive teams are likely to remain a priority. Leaders will need to address unconscious bias through training and awareness programmes. They will also focus on creating a sense of belonging for all employees and work towards building an inclusive workplace culture.

Networking for Knowledge Sharing - Staying connected to your network is crucial for knowledge sharing, mutual support, and synergies. In 2024, leaders may invest more in platforms and initiatives that facilitate networking among their teams and industry peers.

Prism has a proven approach to developing bespoke, science-based content delivered in a high energy and engaging way on these topics. Our facilitators, content experts and coaches are best in class, warm and ready to pivot to our clients needs.

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If these themes resonate with you and you would like to hear more, or if you have a specific requirement for your organisation, please do not hesitate to contact the Prism team.