Leadership innovation is a prototyping practice, organizations need to keep experimenting, and exploring with audacity.
From top down, leadership should make a direct influence on corporate/societal culture, talent management, and business strategy; it is the ability to influence the values, mindsets, decisions, and actions undertaken by others. Leadership is a journey of continuous learning, discovering, guiding people toward the right direction, walking through uncharted water smoothly to drive progressive changes.
The key role of visionary leadership is to be constantly challenging the business paradigm: In today's hype-connected, over-complex world, leadership brand equity building is an important trend, leaders are expected to be more thought leaders than a professional manager or technical stewards. What is really relevant is a changing mindset and visioning pattern that allows visionary leaders to capture business trends, spot the problem/symptom and constructively challenge the organization to support the transformation.
Leadership in many organizations is one of high pace and rapid decision-making. Leaders need to embrace diverse viewpoints, take an unbiased view of multiple issues across business boundaries, ask open-ended questions to attract the best answers, leverage all sorts of information to perceive the big picture into which the knowledge fits, to improve decision effectiveness and enforce leadership maturity.
Oversee “soft management innovations” in top leadership agenda: With increasing pace of changes and frequent disruptions, “command and control” style leadership is gradually out of steam; communication effectiveness or culture rejuvenation, are critical soft management disciplines that needs to be enforced; the boardroom oversight can help to harness “soft innovation,” improve management maturity. Effective governance facilitates the successful functioning of an organization and ensures boundaries are appropriately set and adhered to. Also, there are adequate controls in place to operate responsibly in accordance with its values, but not to the extent of restricting the aspiration to achieve its vision.
In many organizations, employees need creative leadership, managerial support, resources alignment, capability development & optimization, etc. Transformational change comes from outside and the good businesses will always be seeking and embracing the influences beyond their own business. The methodology and roadmap for management innovation are designed to evaluate a company’s emerging opportunities and risks throughout its extended value chain, leverage all visible and invisible elements, transform the company's underlying functions and processes, rejuvenate the organizational culture, optimize management discipline with adjusted speed.
Coaching doesn't mean micro-management; they need to be voice and make influence in the areas and ecosystems they concern. Coach style leaders spend time on guiding people towards connecting the dots of “why and how,” instead of only being focused on “what and when.” The coach leaders can show people how to explore their own natural skill sets, talents, and strong sides, taking into account their own objectives in line with working needs. As a result, everyone is on the same page and success should follow. accelerates business performance, and maximizes digital potential.
The digital revolution manifested, context intelligence is about understanding the interrelationships and correlations that offer access to new perspectives, and interpreting them in a cohesive way. It’s a construct that involves the ability to recognize and diagnose the plethora of contextual variables inherent in the present circumstances, then intentionally and intuitively adjust leadership mentality & behaviors in order to exert influence in that context. Leadership innovation is a prototyping practice, organizations need to keep experimenting, and exploring with audacity.
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