For the last ten years or so, no other aspect of organizational life has been more debated than leadership. No management journal without an article on leadership, thousands of books on what should be the most effective leadership style, huge investements in leadership development. It is a no-brainer that modern leaders should be good listeners, a trustful companions of their employees, able to translate the company's vision and strategy into a message that receives a warm welcome, and much more.
The reality of organizations gives a different picture. Probably it is one of the biggest change projects an organization can have: to introduce a transformative leadership culture across all hierarchical levels that reflects 21st century values and attitudes.
There is no right or wrong leadership style. Over time, each organization develops their own style - this is part of the organization's culture. Leadership styles are often rooted in the origin of the organization, the founder's way of dealing with people and moving the organization forward. They can change significantly when new management staff comes on board and new leaders step in but you can always find traces of the roots. And also - certain organizations attract certain leaders, so it is not an easy task to change the way organizations organize their inner relationships.
Leadership is important in change processes but it is not sufficient that leadership rests on the shoulders of a few. Modern organizations encourage and seek for multiple and emerging leadership.
Questions for Deeper Exploration
- How do we encourage and empower people to assume a leadership role?
- Who are the change leaders in all parts of our organization?
- What is the reputation of our leaders within the organization and beyond?
- How do we know that our leadership model and the practice is the best for moving forward?
You need to be a member of The Arena of Leadership to add comments!