Agnieszka Dybizbanska (she/her)’s Post

"In today's fast-paced corporate landscape, most highly experienced leaders entering an organization are driven by a desire to make a significant impact and drive meaningful change. However, the approach they adopt in championing new ideas becomes the differentiating factor between success and failure. Unfortunately, when faced with resistance, some leaders become frustrated and disengaged or even choose to leave the organization. Affecting lasting change is not a solitary quest, but an inherently shared effort. It requires embracing a collaborative mindset that respects and includes diverse perspectives, maintains a strategic focus, and patiently navigates the complexities of organizational dynamics."

"In today's fast-paced corporate landscape, most highly experienced leaders entering an organization are driven by a desire to make a significant impact and drive meaningful change. However, the approach they adopt in championing new ideas becomes the differentiating factor between success and failure. Unfortunately, when faced with resistance, some leaders become frustrated and disengaged or even choose to leave the organization. Affecting lasting change is not a solitary quest, but an inherently shared effort. It requires embracing a collaborative mindset that respects and includes diverse perspectives, maintains a strategic focus, and patiently navigates the complexities of organizational dynamics."

"In today's fast-paced corporate landscape, most highly experienced leaders entering an organization are driven by a desire to make a significant impact and drive meaningful change. However, the approach they adopt in championing new ideas becomes the differentiating factor between success and failure. Unfortunately, when faced with resistance, some leaders become frustrated and disengaged or even choose to leave the organization. Affecting lasting change is not a solitary quest, but an inherently shared effort. It requires embracing a collaborative mindset that respects and includes diverse perspectives, maintains a strategic focus, and patiently navigates the complexities of organizational dynamics."

As leaders, our passion to drive change and impact can sometimes lead us to adopt a "crusader" mindset. However, as this insightful Harvard Business Review article by Luis Velasquez and Kristin Gleitsman points out, a collaborative leadership approach is often more effective for creating lasting change. The article outlines 6 key ways to shift from being a crusader to a collaborative leader: 1. Understand the organizational culture  2. Choose your battles wisely 3. Actively seek feedback  4. Develop and leverage relationships 5. Be open to other perspectives 6. Focus on long-term goals I recommend reading this to hone your ability to drive meaningful change in a way that brings others along with you. It's a good reminder that affecting lasting change is a shared effort that requires patience, inclusion of diverse viewpoints, and strategic navigation of organizational dynamics. What has been your experience in championing change in your organizations? Have you found a collaborative approach to be effective? I'm curious to hear your thoughts! #Leadership #CollaborativeLeadership #ChangeManagement #HBR #WMMBA Article: 6 Ways to Become a More Collaborative Leader  https://lnkd.in/eqZKMszX

"In today's fast-paced corporate landscape, most highly experienced leaders entering an organization are driven by a desire to make a significant impact and drive meaningful change. However, the approach they adopt in championing new ideas becomes the differentiating factor between success and failure. Unfortunately, when faced with resistance, some leaders become frustrated and disengaged or even choose to leave the organization. Affecting lasting change is not a solitary quest, but an inherently shared effort. It requires embracing a collaborative mindset that respects and includes diverse perspectives, maintains a strategic focus, and patiently navigates the complexities of organizational dynamics."

Are YOU A Leader ?

Great leaders don't just follow the traditional playbook—they establish their own style. These 15 habits, some counterintuitive, elevate good leaders to exceptional ones. ----These Actions Create Extraordinary Results---- ▪ Celebrates productive failures ▪ Admits knowledge gaps openly ▪ Prioritizes questions over answers ▪ Embraces silence in conversations ▪ Encourages constructive skepticism ▪ Asks for help frequently and publicly ▪ Develops skills outside their expertise ▪ Gives away credit and highlights others ▪ Demonstrates vulnerability and humility ▪ Manages reactions and knows when to wait ▪ Fosters accountability through trust, not fear ▪ Promotes work-life integration, not just balance ▪ Prioritizes long-term impact over short-term wins ▪ Challenges their own deeply held beliefs regularly ▪ Balances systematic approaches with a human focus ▪ Channels competitive energy into collective achievement ▪ Focuses on energy management, not just time management These actions separate good leaders from exceptional ones. Which of these surprise you the most? Which could have the biggest impact on your leadership? Share your thoughts below! ----- Acknowledgement to Business Expo Center for using their graphic.

What are the 4 most important letters for a leader? WDYT! This acronym stands for "What Do You Think?" and it signifies openness, approachability, and empowerment that leaders provide to their teams in valuing their inputs and opinions. What better way to drive inclusion in the organization than by asking for your team's thoughts and ideas? So, what do you think about, "What do you think?" (pun intended) 😉

🤝 Insightful HBR article on why leaders must harness ideas, people, and resources across various boundaries by reinventing talent strategies and building strong internal and external connections. 💡 Effective leadership involves knowing when to use influence rather than authority and when to halt unproductive discussions and make decisive final calls. #Leadership #Influence #Collaboration #ModernLeadership #DecisionMaking #ModernWorkplace https://lnkd.in/gva5ZfJE

In contemporary discussions surrounding leadership, the use of modal verbs such as "must" and "should" often signifies an authoritative stance. However, true leaders tend to avoid these terms in their communication. When as a leader, we use "must" or "should," we impose our beliefs onto others, which can lead to feelings of obligation or guilt. For instance, saying “You must complete this project by Friday” implies a lack of agency on the part of the recipient. Conversely, suggesting “Think about completing this project by Friday” empowers the individual to weigh their options and make informed decisions. This approach respects their autonomy and encourages them to engage actively with the task at hand. Next time we are tempted to say “must” or “should,” consider the positive impact that saying “think about” or “consider” could have on our conversations.