The Asymmetric Workforce
Markets have changed. The workforce has changed. Our approach must follow.
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Jo Sweetland, Managing Director
“A global talent advisory firm, Green Park is an industry pioneer in building diverse, senior leadership teams and more equitable workplace cultures.”
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Raj Tulsiani, CEO & Co-Founder
“Over the next decade, leaders in every sector will face a growing challenge: workforce asymmetry.”
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Jo Heath, Managing Partner and Head of DICE
“Championing Diversity & Inclusion since our inception, we are driven by the core belief that there’s no shortage of talent, only opportunity.”
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Kai Adams, Managing Partner
“We deliver sustainable business value on a global scale to help organisations bring the future into focus.”
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Trevor Phillips, Chair
"Our clients benefit from our data-rich insights into what will drive productivity today and continue innovation through turbulence tomorrow.”
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Jo Sweetland, Managing Director
"Our candidate care lasts long past the point of placement and is key to the rich relationships we build from a foundation of trust, authenticity, transparency and inclusion."
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Raj Tulsiani, CEO & Co-Founder
“We founded Green Park in 2006 with a mission to change the face of leadership. We retain that same passion and entrepreneurial spirit today as when we started.”
As Green Park enters its twentieth year, the question I keep returning to is a simple one: what is it actually like to work for each client - and does the answer change depending on who you ask?
For most organisations of any scale, or leaders of any repute, it does. The person setting the strategy and the person delivering it on the front line do not experience the same organisation, even when they share a logo, a set of values and the same town hall.
They live with different rewards, different risks, different visibility and different degrees of voice. That much is normal. What has fundamentally changed since the pandemic is that those perceptions can no longer be forecast or relied on in the same way. Generational change, identity politics, employee dissatisfaction, technological disruption, shifting working patterns and many other ingredients have created a workforce that simply does not behave the way it used to.
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We have named this workforce asymmetry. Across sectors and geographies, it is intensifying, sharpened by tighter margins, higher scrutiny, faster technological change and a level of interpersonal complexity that makes old assumptions feel unreliable.
But there is a deeper change underneath it, and it is the one that interests me the most. The patterns leaders relied on - how people would respond to reward, to pressure, to change, to authority - have come loose. This has a profound effect on the people we ask to lead.
Today’s leaders are more exposed than any generation before them. Their personal brand is permanently at risk. Many feel they are a resignation and a couple of social media posts away from having a lifetime of good work reduced to a single failure, under a label they do not deserve. This is the price of leadership cutting both ways: the same decisions that shape confidence, momentum and the conditions in which others grow now carry a real and rising personal cost for the leaders who make them.
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Raj Tulsiani
Chief Executive Officer
"My concern - and Green Park’s reason for this work - is what happens if we do nothing about that. Leadership risks being reduced to the art of not sticking your neck out, at precisely the moment when bold, courageous and effective leadership is what organisations most need. Organisations that respond by sitting in the middle, doing the minimum, and appointing leaders who do the same are trying to solve a new problem in a dead language."
Asymmetry Workforce
Markets have changed. The workforce has changed. Our approach must follow.
For twenty years, Green Park has helped organisations think differently about leadership. This is why we want leaders to act early - to see the asymmetry before it becomes a headline, reduce avoidable flashpoints, and protect performance and reputation at the same time.