To meet the needs of chaotic markets, business leaders in the new high-speed, high-tech global economy have moved everything to a just-in-time pace-research, design, production, delivery, inventory. They now have a just-in-time workforce and many of the old management strategies are obsolete. Employers can no longer expect employees to be motivated by prospects of long-term employment, steps up an organization's hierarchy, six month reviews, annual raises, and other rewards and incentives from the workplace of the past. The best way for employers to adapt is to bring leadership into alignment with the new just-in-time workforce.

Six JUSTinTIME Leadership™ strategies for the new workforce:

1. JUSTinTIME Recruiting™
In the future, the most successful organizations will staff most projects by drawing from large proprietary talent databases containing detailed information about individual contributors at all levels of skill and experience in a wide range of fields.

2. JUSTinTIME Training™
Train people for the specific tasks, responsibilities, and projects that they are going to be working on. And train them just-in-time, when they need the information. Ideally, provide maximum information resources in different media, set specific learning goals and deadlines, and give people the remote control.

3. JUSTinTIME Delegation™
Managers must learn to delegate projects to fluid cross-trained teams and monitor progress on those projects without interfering. There are three steps to effective delegation: #1 Establish clear ownership of tangible results. #2 Establish clear parameters--up front. #3 Set explicit deadlines for each tangible result.

4. JUSTinTIME Evaluation: FAST Feedback™
Six and twelve month reviews simply don't cut it in the workplace of the future. FAST Feedback™ is an action-oriented workplace communication system intended to create coaching relationships between managers and employees. FAST is an acronym that stands for Frequent, Accurate, Specific and Timely.

5. JUSTinTIME Incentives & Rewards™
You want people to produce results and they want to cash-out their investment daily. So reward results rapidly, and reward people disproportionately based on their performance.

6. JUSTinTIME Retention™
People often leave good jobs with good companies because they are looking for an escape hatch, and the only obvious escape hatches lead outside of the company. If you learn to build escape hatches that lead back to the company, you will retain more of the rising stars.