Disruptive Leadership !

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Change Management / Disruption / Leadership Development / Uncategorized

Disruptive Leadership !

The world around us is changing at a phenomenal speed. Age old thoughts, beliefs and practices are being challenged and old paradigms are losing their relevance as you read this blog. Change in world economies, boom in entrepreneurship, and advent of new generation technology; whatever be the reason, the fact remains that today, conventional methods of leadership are fading away rapidly along with the rest. Whatever you saw, learned and practiced is not working.

Everything is changing: including how we look at ‘Leadership’

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As a result of the wide-spread macro changes in the global trends, all efforts on Leadership Development, Leader’s Development, Team Engagement, and Performance management now demand a fundamental change rather than a superficial, process change.

Since we are grappling with a change in absolute fundamentals, it prompts us to ask an important question: Do we really need leaders?

Well, technically, we will always need people to lead teams. However, the way they lead or the way their role is envisaged in future, is screaming for change. Let’s see how and why.

What makes today’s achiever’s tick?

High performers in today’s workplaces have following needs to perform better:

  • Motivated by intellectual stimuli
  • Open to invite feed forward
  • Thirsty for learning by doing and trying new ideas
  • Wanting to be more independent and creative
  • Carry more humility and less mind blocks, not averse to taking risks
  • Value self-learning and opportunities related to learning
  • Interested in gaining more meaning-driven status, depth of knowledge is important.
  • Understand the importance of time and technology
  • Due to complex, volatile and unpredictable environment, their working style personifies: Analyze-Do-Test-Learn-Validate by research-next level. They do not want to spend a lot of time in planning.

If these are the demands of today’s work places, what kind of leadership do you expect to develop?

Demands of future trends of leadership:

  1. From “What to do?” to “How to do?”
  • So far, the experts used to help in transmitting “What should be done?” The demand today is more about “How would I like it to be done?”
  • It’s like not adding more software but upgrading the system for the new environment.
  1. Shared Leadership

Traditionally, there was one person responsible as a leader. Today, the power of networking is spreading the bandwagon thin and long to create multiple leaders. This enables us to be able to leverage strengths of individuals and optimize leadership among a set of people. This works more from responsibility mindset than owner mind set.

  1. Self-Directed Learning

The future shape of leadership encourages people to take interest in their own careers, learning and development due to shared leadership versus waiting for others to tell them what to work on.

  1. Routine Innovation

With the innovative technology, there is lot available, done and learned on screen than in a classroom and hence there is a need for more stimuli for routine innovation. The workplaces are demanding more inner directions than to have ready answers.

Interpreting modern workplace dynamics: Blog Synopsis

To sum up what I have discussed in this blog, the main idea that needs to be highlighted is the change in expectations from leadership.

  • As a result of global changes in the way business is conducted and organizations are run, the workforce is more restless, raring to go and is eager implement newer ideas.
  • Being self motivated, there is a shift in what they need from the leadership. Instead of being told ‘what to do’, the workforce wants to know ‘how to do it’.
  • It is evident that organizations and leaders willing to adapt to these trends would find it a bit easier to catch-up with the new workplace dynamics.
  • This also brings the need of “Adaptive Leadership” to be able to embrace and adapt the change.

Learn more about Adaptive Leadership in series of upcoming blog!

Excerpts from the study done by Nick Petrie, He is a Senior Faculty member with the Center for Creative Leadership’s, Colorado Springs, Colorado campus. He is a member of the faculty for the Leadership Development Program (LDP)® and the legal sector. Nick holds a master’s degree from Harvard University and undergraduate degrees in business administration.

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