The Evolution of Leaders: Adapting Strategies for Tomorrow's Success
The past few years have forced organizations around the world to challenge their conventional ideas around work. In this article I specifically want to take a look at how the "leader" is evolving.
In 2014 I wrote a best-selling book called, The Future of Work and I developed a concept in there called "The Evolution of the Leader" which shows how this leadership is changing. This change has been gradual but COVID-19 has dramatically sped this up.
This is how leaders are evolving and what organizations around the world need to embrace, prepare for, and encourage.
Managers must be leaders
There’s a constant debate around whether we need more managers or more leaders or if someone should be called a manager or a leader. Nobody wants to be managed and many don't even want to be called a manager. In fact if you look up the word manager in the dictionary you will find that synonyms include: slav-driver, boss, and my personal favorite...zookeeper. Anyone who is responsible for others must not only be good at things like delegating, team-building, and executing
Leaders must understand the trends shaping the future of work
1) Globalization: the barriers to doing business anywhere in the world are decreasing
2) Changing demographics: with multiple generations in the workforce and people working longer, we need to rethink what "employee" means and looks like.
3) New behaviors: originally I attributed these new behaviors to technologies such as social media, but it's clear that COVID-19 is another factor here that is forcing us to think differently about work (and life).
4) Technology: things like artificial intelligence, blockchain, the internet of things, and the like, are forcing us to think differently about work.
5) Mobility: working anytime, anywhere, and on any device
Recommended by LinkedIn
Leaders must understand what these five trends are and how they are going to impact their respective organizations, their careers, and the lives of people they serve.
Leaders must embrace vulnerability (the subject of my next book coming out in October!)
We can no longer have leaders in the workplace that resemble robots. It’s bad enough that there is quite a bit of concern around actual robots taking jobs away from humans, the last thing we need are humans that act like robots. It makes me think of the saying, “I’m not a doctor but I play one on t.v.” – applied to leaders this would be “I’m not a robot but I play one in the workplace.” Brene Brown said it best when she quipped that there is no innovation without vulnerability. This is because people want to build relationships with other…people. This requires trust and a human connection. When leaders put up a wall of being stoic, all-knowing, emotionless beings, they kill off any hope of innovation, trust, and connection. Leaders embracing vulnerability in the workplace isn’t important because it’s a nice thing to do but because it’s crucial for effective communication, collaboration, and innovation
One of the things that I'm particularly fascinated by during this pandemic is how many of the stories about robots and automation taking away jobs from humans have been replaced by stories of leaders who practice compassion, vulnerability, and service to their people. In other words, we are reminded that business is still fundamentally a human thing and we should never forget that.
Leaders must challenge convention
Why is it that we constantly hear about leaders who are “putting out fires?” Leaders must be the fire-starters! That is, they must be constantly thinking of ways that they can challenge the assumptions
Should leaders make all the decisions? Do we need annual employee reviews? Can flexible work become a standard practice for everyone? Why is leadership training only offered to longer tenured employees and not all employees? Are profits still the primary goal of our company? These are the types of questions and ideas that leaders should be thinking about.
Today, we have too many managers, their stereotypical role focuses on constraint, control, order, diligence, and sticking with the common assumptions that have long guided how we work. Instead, leaders must become “fire-starters.”
There are 6 trends that are transforming leadership forever do you know what they are and are you ready for them? Download the PDF to learn what these 6 trends are and what you should be doing about each one of them. These are crucial for your leadership and career development in the future of work.
Internet Banking
4moI agree that Leaders embracing vulnerability in the workplace is crucial for effective communication, collaboration, and innovation. This definitely has an immense impact on an organization's culture & potential for growth.
Retail Expert| Multiplier Leader| A Coach
1yNice piece. Globalization: the barriers to doing business anywhere in the world are decreasing or (increasing)?
Lived Experience Consultant at Sedulous | Community and Financial Equity Advocate | Championing Marginalised Voices
1yInteresting research. However curious as to why Africa not mentioned. Surely there must be organisations where leaders are adapting strategies in order to create success for the future. Your thoughts please.
Lean Black Belt Facilitating Process Improvement and Process Management in Organizations| Leadership Coach to Executives and Leaders| LinkedIn Top Voice| Lean Solutions Podcast Co-Host
1yI love that you have added 'Real time feedback and recognition' Jacob. I see this as part of coaching...except I would emphasise that leaders encourage people to self-reflect and self-assess rather than give people direct feedback first. When this happens it prevents so many other problems and positively changes the culture of the whole organisation. Thanks for a great post!
Commercial Development&Strategy | People | JCI Events&Partnership VP
1yGreat inside out from this. The most important thing tha we can do is to practice these new skills and aproaches and see what works in our #team. Thank you Jacob Morgan !