The revolution will not be televised.

Mental health issues in the workplace will happen.

Resiliency will be affected.

Your team will burnout.

And performance will drop.

Now, certain skills can be developed in preparation for dealing with these issues, (education, mental health resources, etc.) but it is just as important to have systems in place that support managers in decision making.

Shifting the main effort of your L&D department from content delivery to connecting on pattern recognition and emerging practice is necessary .

Make everyone a subject matter expert

Managers need to develop practices so that they can easily capture, find and share emerging practices with their teams.

The L&D department not only needs to teach, but they also have to mine current practices as they evolve.

Data analysis and pattern recognition become core skills for training managers as they continuously develop new tools and processes for leading in the complex.

There is no f*cking status quo.

In complex work environments, dealing with complex human issues, we may need more coaches and facilitators working on the front line. And less #hr and #founder or #ceo influence.

Coaching from the ivory tower will not work.

Managers becoming coaches must emerge. Because if not, you are now redundant.

Or...you can just get LEON.

But I digress.