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We hear it everywhere these days: The recession is in full swing. Times are tough, and times are vastly different. The leadership approach that got results yesterday isn’t what will get you results tomorrow.
In today’s workplace, technology is central to how work gets done in practically every industry. Virtual connections are the core of our new social, digital workspace, and that makes the debate about telecommuting and flexible work schedules an antiquated discussion. The Internet doesn’t abide by any nine to five workday standard. And that social media guru you just hired to help you with your ad campaign may be a 17-year-old high school dropout. But it’s OK because the old rules no longer apply to our new, changing, technology-driven, yet recession-laden times.
Business is rewriting its rules of engagement to demand a new style of leadership. Employees are now setting the expectations for their leaders. When it comes to this new 21st century leadership, leaders are no longer the boss.
Though it may seem counterintuitive, the following skills will help you lead your organization through the current difficult times and will prepare you to become a successful leader of the future.
1. Believe and let go instead of doubting and stepping in.
I don’t believe that any leaders, at any level, intentionally want to doubt the people around them. However, when the stakes are high, the environment is tough, and the race has begun, doubt can be the knee-jerk reaction that is guaranteed to bring about results. Command-and-control ways of leading instill a sense of doubt, because under this model it usually implies that it’s the boss’s way, as the saying goes, or the highway. When organizations are faced with doubt, the business is crippled and so is the speed at which results can be achieved.
Believing and letting go doesn’t imply a free-for-all. Leadership still requires setting a vision as well as establishing guidelines and expectations. However, many leaders draw the box too small and invariably impede on employee’s ability to explore, innovate and develop passion for the possibilities of the business. Remember that the box must be large enough to allow the freedom needed to achieve outstanding results.
2. Be receptive and flexible instead of directive and rigid.
The imagery many people still associate with leaders is a firm hand and an unwavering position. There is a sense of toughness and firmness implied in this perspective. These viewpoints and beliefs about leadership are part of the command-and-control style used in the past. Tomorrow’s leaders will need to demonstrate strength through their ability to be receptive to the differences of others and by yielding to the varying approaches that exist to achieve results.
Receptivity might sound fairly easy to demonstrate, particularly when you read about it. But the test of great receptivity comes when faced with perspectives that are entirely in opposition to your own. Do you shut down the conversation right then and there? Do you allow for further exploration, or do you become anxious that precious time is being spent on seemingly “absurd” ideas?
Again, I am not advocating a free-for-all, but too often leaders who have been trained under the command-and-control leadership model have outdated ideas about the meaning of authority. It is most apparent when we have a Baby Boomer leader working with a Millennial associate. Millennial workers demand an entirely new level of receptivity that most Boomers would only expect in their closest relationships. This is not about merely extending the “open door” policy at work; this leadership model implies that there are NO doors. Leaders who are receptive and yielding to this increasingly important generation will be essential for motivating them to action and ensuring that their organization is an employer of choice in the 21st century.
3. Be humble and keep your ego in check.
Leaders should not believe that they are above others simply because of where they fall on the hierarchical organization chart. In the book Good to Great, Jim Collins finds that the most effective leaders, or what he terms “Level 5 Leaders,” are humble. He also found that many attributes like humility that were found in an organization’s leader trickled down and permeated the rest of the organization.
The hierarchical pyramid that has sustained the corporate world for decades is starting to crumble. The rigid structure and culture that these hierarchies create actually work against humility, and long-term results. Herb Kelleher, co-founder of Southwest Airlines, has a great quote that speaks to the need for humility and epitomizes the direction that many businesses need to move in if they are looking to achieve long-term, sustainable results. Kelleher said, “Take the competition seriously, but not yourself.” This attitude became part of his company’s core values. It can also be seen in the company culture of many of today’s successful technology organizations.
Humility in senior ranks allows authenticity, humanity and approachability in business. It fosters trust among associates. With improved trust, the speed in which business decisions can be made and the level of emotional engagement are increased. All of these factors are encouraged simply with the presence of humility.
The opposite of humility is arrogance. Arrogance can exacerbate organizational silos and turf wars. Arrogance impedes dialogue and usually only serves the leader’s ego. I often say that leadership isn’t how important you feel, it is how important you make others feel. This can only be accomplished when humility is present instead of arrogance.
The new model for effective leadership may in fact be the opposite of what you have thought—but it shouldn’t be for much longer. The time is now. Don’t be stuck in the past; these tough times require a counterintuitive approach to leadership.
Laura Lopez, former vice president at The Coca-Cola Company and author of The Connected and Committed Leader, is a performance strategist who helps companies achieve superior results through effective leadership. Visit www.laura-lopez.com. |
