Leadership comes in all shapes and sizes today. It’s situational and unique, local and global, intuitive and informative.
Being able to gain profound understanding of variety of differences and diversity of diversity: Nowadays, the business leaders must create an inclusive organization with every dip in the business lifecycle, from individual thinking to collective mind (culture); encourage different voices and unique viewpoints. Inclusive leaders facilitate and orchestrate a variety of differences such as cognitive differences, value differences, knowledge difference, cultural differences, etc, clarify the opportunity and articulate the vision, develop and manage the process of innovation, promote a healthy climate for creativity.
From a management perspective, the organizational inclusiveness efforts need to focus on cognitive differences, skills, abilities and the wealth of ideas since the value lies in the contributions of the individual to the organization. Leading companies appreciate the diversity of diversity such as cognitive differences, differentiated capabilities, diverse experiences, the spectrum of skills, complementary perspectives and personalities, as well as cultivate a collective habit to enjoy the delight of inclusion.
Be alert, diversity can create a lot of confusion and conflict if people cannot communicate effectively and are not well prepared for it or if the leaders are unaware of how to embrace inclusion and manage diversity seamlessly. Therefore, effective communication is important, as different perspectives, and fresh points of views lead to well-rounded ideas and solutions. Business leaders and professionals need to understand the value of harnessing the differences and proactively build inclusive teams and organizations. It’s meritocracy at its best – a highly diverse set of people collaborate seamlessly to represent the nature of how successful organizations work today.
Being willing to experiment, as a basis for then being able to think differently, independently, and globally: Adaptation is the approach to foresee the business dynamic, global trends, and prepare the best scenario to adapt to it. A global leader is a diplomat who has a global mindset involving a personal intention to focus on being global, with global leadership qualities such as tolerance of ambiguity, cultural cognition, learning agility, mastery of handling complexity, and the skills of communicating virtually and working across cultures. Developing global insight and foresight requires strategic thinking, systems thinking and forecasting capability. Global leaders are able to apply discovery thinking or the skills needed to both develop insights about emotional, economic, or functional customer needs and to create new options for meeting those needs. They then give people the voices, tools and experiences of how to effectively communicate even if they perhaps speak diverse professional languages, unify and understand each other with empathy, and build trust across these diverse cultures.
Understanding the people and the organization through an ecosystem lens, then makes it possible to allow the organization to explore digital in all directions, develop the company as a living thing, and perceive the business through multidimensional lenses such as the lenses of technology, sociology, psychology, anthropology, etc. Companies today need to understand the dynamic competitive landscape, find global ecosystem partners that can help the business succeed, orchestrate a broader beyond functional or business borders, and demonstrate the benefits to the ecosystem in ways that might have happened in the past but at a much faster rate with much broader impact in the digital era.
Being able to adapt, model and influence change, create, manage, and exploit at the broader scope: Many legacy businesses come with a legacy mindset, the old way to do the things, and lack the competency to spark innovation and progression. Changing the culture is the mindset, if you want an innovative culture, it’s important to empower innovators, hire, retain, and recognize innovators who can help the organization develop an open and optimal environment for innovation. Technically, innovation alignment requires continuous business optimization through a serious amount of positive communication whilst continuously looking for fluid functional structure, dynamic processes, tightening coordination and collaboration with business partners. Innovative leaders are able to apply discovery thinking or the skills needed to both develop insights about emotional, economic, or functional customer needs and to create new options for meeting those needs. Inspire team members to create a portfolio of new ideas, concepts and scenarios through 'exploratory thinking' methods and encourage them to take bold actions with a risk intelligent attitude.
Statistically, the innovation leader is not only a dreamer but also an action leader with 20% planning plus 80% action. They can recognize innovative ideas, fight for resources and political cover, connect ideas and teams together to deliver an innovative result are also critical to achieving innovation excellence. They are able to develop execution skills by managing uncertainty and approaching innovation projects as an experiment, testing ideas, and assessing results. Coach team members on innovation management practices and how to overcome the barriers to innovation. Innovation leaders must be strategic and must take a risk in order to discover new opportunities that would lead the correct path to achieve the art of possible.
Leadership comes in all shapes and sizes today. It’s situational and unique, local and global, intuitive and informative. There is no magic formula. The top leader’s influence is based on the courage to inspire, confidence to assert, wisdom to negotiate, and uniqueness to bridging. There are many ingredients and various factors you need to weigh in to reach up to the next level of maturity, and the society as a whole is advancing to the next stage of evolution.
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