Since 2016, the Arredondo Advisory Group (AAG) has engaged in a year-end reflection on the consultation practices of the previous year and also assesses the here-and-now, future realities, and societal circumstances that will affect organizational change and development, and of course, people. Additionally, mid-year we have a re-set consultant meeting to assess the landscape for consulting that continues to address culture and diversity. I share some of our observations about the future givens, anticipatory considerations, and opportunities for employers and consultants as leaders of change.

The “Givens”

• The new administration has stated its priorities to eliminate DEI policies and practices in federal agencies and beyond.
• The workforce will shrink because of proposed mass deportations, increased retirements, and fewer high school and college graduates.
• College costs and a decrease in federal and state aid will limit access, leading to a decrease in enrollments and more college closings.
• Job insecurity and concerns about future livelihood will increase.

What to anticipate

• “Revenge” quitting as it is called; not leaving your job graciously.
• Push-back on return-to-work policies that mandate five days in-person work.
• Mental health stress will increase.
• The use of defense mechanisms will be more common, such as blaming, projecting, and denying.

Opportunities for consultants and employers

• Focus on human development; people need to be healthy, confident, and motivated to give their best at work and school.
• Prepare managers in inclusive leadership thinking and practices.
• For employee morale, increase belonging practices where divergent perspectives can be discussed.
• Support performance and productivity with professional development opportunities, including emotional intelligence and positive communication skills.
• Provide mechanisms for employees to address their concerns and effectively resolve their issues.  
• Guide people through career planning processes.
• Support people in addressing change and challenges related to change.
• Develop reward systems to affirm employees’ contributions and caring for others.

Final Reflections

Effective and inclusive leaders need to be role models, empowering others to navigate change, and showing they care. Fear in the workplace or in school will adversely affect achievement and performance. The responsibility to assist people in managing stress and uncertainty lies with the organization’s leaders. With the headwinds that lie ahead, a sense of mental well-being, psychological safety, and trust will be more important than ever.