Leadership

ADVANTAGES OF ONLINE MANAGERIAL TRAINING  

Learning is an integral part of personal and professional life. With an ever-improving environment for online training, employees find it a great way to enhance their skills to move up in their career. It is very important to understand how you can use all the available channels to learn and choose the one that best suits your learning style.  

Lately, online training is being practiced more and more. Online leadership training programs which were once delivered only in the traditional method (class room training) are now available online. This represents an easy and comfortable way for a manager to take up the training, for e.g., PMP Certification, to gather the required knowledge and upgrade their skill set. Online training programs are a great alternative to traditional classroom learning, especially for managers who can’t afford the time to take up classroom courses.  

Let’s see some of the advantages of undergoing managerial training online: 

• Self-paced programs: Online leadership training program is a better alternative to the traditional training programs. Employees who aspire to become managers or managers who wish to move up in their career, can undergo online programs. More importantly, some of the trainings are available online for free. These online trainings are a great way to gather knowledge and boost their confidence level. Online leadership training programs provide access to a variety of content once the manager registers for an online course
• Career growth: Managers can take online courses or even complete additional degrees online while still continuing with their present job. Also, taking online managerial training indicates that the manager is very determined to succeed, and wants to stay ready for any new challenges
• Offer more individual attention: Since a direct instructor is assigned while taking up an online training, all the clarifications are answered directly. Many times, a question might arise after class or while studying. Rather than trying to remember it to get it clarified in the next session, e-mails can be sent directly to the instructor. This enhances a manager’s desire to learn
• Nurture future leaders: A manager should be very strategic about developing and nurturing future leaders. Quality leadership is a mix of right qualities and right training. It is the responsibility of a manager to identify candidates who have what it takes and provide them with the right kind of online leadership training program. All these offers great career roadmap to employees, thereby increasing retention
• Implement an effective leadership style: Managerial training helps an organization to implement the right kind of leadership style for an organization. There are a number of leadership styles – each with their own ups and downs. Managerial trainings can also help individual leaders cultivate their unique leadership style that their team members will best respond to
• Retain your people: Most people who resign their jobs don’t quit their job – they quit their bosses because they are ineffective. By investing in the right kind of online leadership training program, organizations can retain efficient people, which in turn reduces the recruitment expenses that are incurred when recruiting a new candidate
• Instant Feedback: In the traditional training method, assessments are verified by individuals, which is time consuming. By having a good LMS assessments are done automatically. Also, feedback is provided instantly while the subject is still fresh in their minds

Online leadership training programs teach individuals the abilities they need to become capable and all-around leaders. A competent leader should encourage, inspire, and aid in the development of people who report to them while also ensuring that the team’s objectives are consistent with the organization’s overall objectives. 

 BENEFITS OF LEADERSHIP TRAINING

Leadership training is an important component of employee development. It provides an opportunity to soar to new heights and achieve predetermined objectives. Some of the advantages training programs for employees are as follows: 

• Increase productivity – Organizations should encourage their employees to participate actively in training programs so that they are well-prepared for their respective jobs. Employees should be encouraged to attend these training programs so that they have the necessary skills to work efficiently, reducing costs and waste and improving customer satisfaction
• Retain your people – The majority of employees who voluntarily leave their jobs do not quit their jobs; they quit their bosses. Employees abandon ineffective managers. Organizations can retain employees and reduce costly enrollment costs by investing in leadership training programs
• Educate future leaders – Organizations must plan for the development and nurturing of future leaders. Without proper planning, leadership positions are frequently given to the most forward-thinking candidates with assertive personalities. The right people must be identified and given targeted leadership training. Nurturing future leaders provides employees with career opportunities, which increases retention. 
• Increase employee engagement – Employees want to know how they are doing in their jobs, and they want to know when they have earned praise and when they have received relevant feedback. Another skill that successful leaders possess is the ability to provide feedback. Individuals learn effective ways to provide feedback to employees in order to motivate and improve their skill level through leadership training programs. 
• Implement an effective leadership style – Leadership training can assist you in implementing the best leadership style for your organization. There are various leadership styles, each with their own set of benefits and drawbacks. These trainings can also assist individual leaders in developing their own personal leadership style to which their team members will respond favorably. 
• Make better decisions – Leadership training assists leaders in making better decisions. The ability of a leader to make strategic decisions that have a positive impact on employees is the most important quality of great leadership. Investing in developing this skill is a wise investment of both time and money. 

Individuals are encouraged to become leaders by Strengthscape. Our clients demonstrate leadership at all levels and do their best work in any situation. Strengthscape specializes in providing leadership training programs that are tailored to a client’s functional objectives. Our workshops are effective in developing the skills and confidence required to turn assurance into effective action. Our leadership training and development programs will provide individuals with the advanced decision-making skills required to excel as all-around leaders.   

Each participant will leave with an action plan that will take their personal leadership to the next level by teaching leadership skills. Our annual retreats for organizations, which combine leadership workshops with strategy preparation sessions, will help them work toward a common goal by transforming struggle into useful invention. They will rise well-equipped to take on greater responsibilities and, eventually, to produce exceptional results. By developing leaders as coaches, our coaches will increase the intensity and commitments in organizations. Individuals who participate in our leadership training programs will be able to lead more effectively and with greater precision and awareness of the impact they have on team members. 

COURAGEOUS LEADERSHIP

Description: It is critical to have courageous leaders in the workplace because they will bring out a team member’s untapped potential.  

Every employee wishes for courageous leadership training in the workplace. When a leader is honest and stands up to voice unpopular opinions, they are courageous. Courageous leaders make difficult decisions, are efficient, and are willing to take risks and expose themselves to vulnerability. They are receptive to new experiences, unafraid of criticism, and receive as much as they give. A brave leader leads their team and sits at the helm of the organization. As a result, they inspire everyone around them to do their jobs to the best of their abilities.  

If they want to have a significant impact in the workplace, leaders must develop a variety of characteristics or skills. A positive attitude will change one’s life; empathy will improve the ability to connect with team members; and a focus on goal setting and accountability will ensure that team members achieve their professional goals. But courage will have benefits to a workplace that will go a long, long way.  

Characteristics of Courageous Leaders  

Besides all the essential elements of leadership, the importance of courage cannot be emphasized more. Some of the following characteristics are important to courageous leadership program in the workplace:  

• Persistence and Focus – A brave leader is not only tenacious, but also laser-focused. When confronted with a challenge, a courageous leader demonstrates unwavering, focused persistence. They keep the “big picture” in mind as they work steadily toward their goal. Less courageous people are more easily distracted and have a harder time achieving their goals 
• Commitment is Contagious – Courageous leaders show very strong commitment in every task they undertake. It’s inspiring for an employee to work with a courageous leader and see genuine commitment. Courageous leaders make a firm commitment to succeed and maintain a high work ethic. As a result, others naturally follow them to the ends of the earth in order to achieve the same results
• Courageous Leaders Have Open Minds – The passion of a courageous leader opens their mind to opportunities that others may overlook. It is liberating for them to try new challenges and take risks because they are not afraid of failing. Never surrender. That is the motto of a courageous leader 
• Concern for Others – Selfishness is not a characteristic of a courageous leader. They are genuine and genuinely concerned about the success of others as well as their own personal well-being. Such leaders genuinely want to assist others in achieving their objectives and realizing their full potential. They are human and demonstrate this in a variety of ways
• Great Communicators – A courageous leader must be able to openly and honestly express their thoughts to their team. They don’t have to be good speakers, but they do have to be able to communicate clearly.  

Why is it Important to become a Courageous Leader?  

Leaders are humble because they want their team to succeed and will go to great lengths to ensure it. A brave leader is one who communicates openly. Open communication means that a person is free to express his opinions. In public, a courageous leader praises; in private, he corrects. Such leaders recognize the significance of knowing how to be courageous while remaining non-dominant. They also go beyond their comfort zones in risky situations to make better decisions and participate in embracing frightening situations.  

It is critical to have courageous leadership training in the workplace because they will bring out a team member’s untapped potential. A brave leader is a multi-tasker who can sail and lead at the same time. People are always inspired by great leaders because of their actions. They lead by example and serve as good role models in general. 

CHARACTERISTICS OF COURAGEOUS LEADERSHIP

DESCRIPTION 

Leaders must have the courage to make bold decisions despite opposition and to say what must be said regardless of the repercussions. 

Every employee wishes for courageous leadership in organizations. A brave leader inspires their team without stifling innovation. They are at the helm of the organization, inspiring everyone to accomplish their duties to the best of their abilities.  

The Three Buckets of Courage  

When it comes to courageous leadership in organizations, there are three sorts of courage:  

• Try Courage: It takes courage to take the initial step in something new. You might fail, make a mistake, or do something very extraordinary  
• Trust courage: This courage will be required of you as a leader in order to delegate to your employees, hand over power to staff, and demonstrate to your team that you trust them
• Tell courage: Tell courage is the fortitude to express your opinions and ideas honestly and with conviction. Courageous leadership entails regularly delivering positive and constructive feedback to your team, even if what you have to say may make someone uncomfortable

Courageous Leadership

Leaders who are courageous keep open lines of communication at all levels of their organization –  

• Give Credit to Others – Courageous leadership in organizations is not about always having others praise the leader. A good leader bears a disproportionate amount of responsibility while receiving little credit
• Be accountable to yourself – If you expect your employees to perform and follow through on their commitments, you must do the same. You must be accountable to yourself and a role model for your employees to follow
• Empowering – This means that you need to accept their mistakes. Create a workplace where employees aren’t afraid to make mistakes. When mistakes are made, demonstrate how everyone can benefit from them
• Admitting Mistakes – Your leadership style should be free of ego and pride. Accept responsibility for your mistakes so that you can remedy them
• Support Your Staff – If you know you’re capable of making mistakes, you must accept and support your team even when they do. Build a team that knows they can rely on you and that you’ll be there for them if something goes wrong

Courageous Leadership Characteristics 

• Authenticity – Authentic leaders start with a desire and commitment to improve themselves. They can not only develop their leadership talents but also build a network of peers from whom they can learn and grow by expanding their skills and knowledge  
• Resilience – Resilience is the ability to not only withstand but also grow stronger in the face of adversity. The impact of a leader’s capacity to do this is significant, not only for self, but also for others. When complicated business difficulties develop, you must be ready to face them head-on and search for a solution   
• Emotional Intelligence – Being a leader who can collaborate with others to achieve organizational goals requires a high level of emotional intelligence. When it comes to change projects, emotionally intelligent leaders are better at displaying a willingness and aptitude to change. This improves trustworthiness and increases staff buy-in
• Self-Discipline – Even in the most difficult situations, courageous leaders must display self-control and show poise. When faced with a crisis, they must be prepared to lead under duress while remaining calm. Taking stock of the circumstances surrounding the problem at hand, rather than responding prematurely, is an important first step
• Commitment to Purpose – Individual and organizational achievement are dependent on having a clear sense of purpose. Most executives say that having a sense of purpose is critical to their job satisfaction. Purpose increases long-term financial success and organizational resilience

Courageous leadership in organizations can benefit both the organization’s success strategy and one’s career. In difficult times, one can learn how to lead with boldness and conviction. 

BUSINESS LEADERSHIP GAMES 

Leadership training programs, games and activities for skill development can enhance engagement and learning results. You’re more likely to learn and maintain leadership abilities if you play entertaining leadership games. Playing leadership games and activities helps you build relationships with your coworkers and other professionals, which will help you operate as a team more effectively in the future. Thus, in this article we are going to talk about business leadership games.  

Business Leadership Games

Business leadership games are a part of leadership training for employees. Some of them are: 

1. Tallest tower – The tallest tower enables groups to work as a team, share their ideas, listen to others, and solve problems creatively. To play the highest tower, follow these steps: Make at least two groups, each with an even number of people. Distribute a range of building materials, including toy blocks, toothpicks, and newspapers. Within the time limit, use your stuff to construct the highest freestanding structure possible. The team that constructs the highest structure that does not tumble will be declared the winner. The game’s duration, number of group members, and building materials may all be customized to fit the needs of the company.
2. Minefield – Minefield is a popular business leadership training game that teaches communication and collaboration. You’ll take turns honing your listening and comprehension abilities, as well as your ability to offer precise, clear directions. The organizers set up a “minefield” with rope or tape boundaries and tiny “mines” inside, such as crumpled paper or balls. After you’ve made your minefield, follow these instructions: Assign a partner to another participant. Decide who will guide the blinded individual and who will wear the blindfold. If you’re the guide, stand outside the minefield and direct your companion from one side of the course to the other while avoiding the mines. If you are blinded, you must listen to and obey the directions of your guide. If you step on a mine, you’ll have to start over. If you or your companion reach the opposite side before the other couples, you win.
3. Leadership crests – Leadership crest is a game in which competitors must design leadership crests based on traditional family crests. It invites participants to think about their own leadership beliefs and how they connect with their company’s goals and their personal accomplishments. They must also communicate with the rest of the group in order to discuss their crests. To take part in the leadership crests activity, follow these steps: Make a crest form and split it into four pieces using a pencil. In each quadrant, create patterns or pictures to reflect the following categories: leadership abilities, influential values, recent accomplishments, and workplace happiness. Stand up and present your crest to the rest of the group once it’s finished. Talk about what you drew in each quadrant and why it’s important to you. Then, describe how your quadrants align with one another, or, if they don’t, how you might make them align more.

If you’re organizing a leadership training program or need some activities for running a leadership skills training, these leadership games are especially helpful. Each of them is easily adaptable to a pre-existing schedule or can serve as the foundation for excellent leadership training. 

More Business Leadership Games 

A team’s success depends on its leaders. Even though more and more people are being expected to take on leadership responsibilities, developing into a capable leader takes time and is not always easy. The abilities and talents necessary to be a successful leader can be developed by participation in business leadership games. Learning these abilities is challenging, particularly given that many leaders lack access to adequate support and leadership training. This post will discuss the leadership skills you need to develop if you want to lead a productive team and improve as a leader.  

• Spot the difference – Spot the Difference is a realistic recreation of the famous paper puzzle game and one of numerous excellent adult leadership training games. Participants may use this game to evaluate and enhance their attention to detail and memory recall skills. It also promotes collaboration and connection. To play spot the difference, follow these steps: Make two parallel lines facing each other. Spend a few moments watching the individuals in the queue in front of you. Turn around and stand there for a few minutes so you can’t see the folks in line ahead of you. During this period, the people on the other line will noticeably alter their appearance. People in line might, for example, change their clothes, hairstyles, remove their glasses, and apply cosmetics. Return your attention to the other line. Identify the changes you can notice with the rest of your team. You should shift jobs and become part of the line, altering your look, once you’ve recognized all the changes you can see and uncovered any you missed
• Survive the sinking ship – Since all participants must design their survival strategy together, Survive the Sinking Ship fosters creativity and teamwork during a leadership training program. Surviving the sinking ship challenges players to prioritize efficiently, convey their point of view, and listen to the ideas of others while they do so. To take part in the activity of surviving a sinking ship, follow these steps: Assume you and the other participants are aboard a sinking ship. You can see an island in the distance, but you only have five minutes to take five goods from the ship before it sinks. While you wait for rescue, think about what objects you believe might be helpful on the island. Mention the items you believe are useful and why you think they should be included. Listen to what other people have to say about the goods that they think would help your stranded group. Give your opinion on whether or not their recommendations are good and why. Take note of which products are the most popular within the group. You should never have more than five things on your list since you can only save five. If you add a new item to the list after you’ve reached five, you must delete one from the list. Make a decision as a group as to which objects are worth conserving and which are not. Continue playing until you are satisfied with your list or you run out of time

Playing these business leadership games and activities with your team members as part of a leadership training program can assist you in developing essential skills like communication, active listening, emotional intelligence, problem-solving, and critical thinking. All of these skills will help you become a better leader. To strengthen relationships and promote teamwork, try playing one of these games with your group. 

BUSINESS ETHICS IN ORGANIZATIONAL DEVELOPMENT 

Description: Every organization has an ethical code that guides its decision-making and operations in order to retain its productivity and reputation.  

An organization is a group of people coming together with the idea of achieving a set of objectives. The organization functions as a system made of inputs such as human and monetary resources, processes such as goal-setting strategies. There are outputs like products and services, and outcomes such as end results or customer advantages in order to achieve common goals. The principles of business ethics in organizational development refers to an organization’s active attempt to establish its goal and basic principles, to identify values that may cause conflict, to find the best solutions to these conflicts, and to manage activities that uphold its values. 

What are Business Ethics?

Ethics in organizational functioning refers to the application of ethical ideals and morals to the organization’s daily activities, behaviors, and policies. It is a procedure that is followed by all employees in the company, regardless of their position or amount of responsibility. It has implications for all organizational disciplines, including human resource management, production, sales and marketing, and finance, among others. Ethics is a non-negotiable requirement in the workplace. 

A set of moral principles and ways for putting them into practice is business ethics. Employees might act ethically by reducing their opportunities to participate in misbehavior. Ethical rules, explicit codes of ethics, and ethics training programs that enlighten employees about what is expected of them and provide sanctions for those who do not comply help lower the incidence of unethical behavior.  

Defining Business Ethics

It’s difficult to provide a complete definition for ethics because it deals with several concepts all of which are equally important. The importance of business ethics in organizational development is that it defines principles and ideals that tell whether an organization’s behavior is good or bad. The human concept of commendable, logical, and appropriate behavior is the most crucial aspect of ethics. Organizational ethics are the rules and norms that govern what is and is not acceptable in the workplace. In organizational transactions, ethics is critical since it fosters trust and confidence in the connections. Ethics is essential for the organization’s survival and success. Codes of ethics recognize that these efforts can enhance a company’s reputation, change employees’ commitment to their jobs, and increase customer loyalty. Organizational ethics is especially important when working with clients.   

Principles of Organizational Ethics 

Organizational ethics are concerned with rules for human behavior inside the organizational structure. The purpose is to avoid harmful behavior and promote behavior that promotes justice, trust, honesty, and respect. The pursuit of what is fair and just is the common ground that all organizational ethics and practical ethics share. Ethical behavior guarantees that employees work with honesty and integrity, and adhere to policies to achieve the organization’s goals. Trustworthiness, respect, accountability, compassion, fairness and justice, and good citizenship are all principles that guide ethical behavior. It also hinges on the observance of moral guidelines. Organizational values communicate what is important, which aids in making decisions about what is right and wrong.   

Impact of Business Ethics on an Organization’s Performance

Employees make better judgments in less time when business ethics is a guiding idea, enhancing productivity and overall employee morale. When employees carry out their responsibilities with honesty and integrity, the entire organization benefits. Ethical workplace behavior includes adhering to company standards, effective communication, taking responsibility, accountability, professionalism, trust, and mutual respect for coworkers. These examples of ethical behavior will help you make the most of your workday. 

To summarize, workplace ethics yield favorable results for the organization. The importance of business ethics in organizational development is immense resulting in enhanced performance and future prosperity. 

IMPORTANCE OF BUSINESS ETHICS  

Description: The principles of business ethics in the workplace creates a lucrative business and a great working atmosphere for both managers and employees.  

Business ethics are important for everything, from brand reputation and public perception to employee productivity and overall profitability. As a result, companies that try to create and sustain ethical workplace environments are more profitable, and their employees are more motivated and productive. Business ethics is important to equip people with the tools they require to deal with moral dilemmas. Ethical judgments can result in a happy workforce, increased sales, lower regulatory costs, more consumers, and also, increased goodwill.   

Why is it Important for Business Strategies to be Ethical?

Businesses with strong workplace ethics provide value to the organization and foster a safe and appreciated work environment. Leaders can assist in the development of an ethical workplace culture that benefits shareholders, the corporation, and the employees. 

Here is a list of some strategies to maintain business ethics: 

• Leader as a Role Model – Employees look to their superiors for advice on what behavior is and is not acceptable. The senior management sets the tone for workplace ethics 
• Ethical Expectations Should Be Communicated – An organizational code of ethics can help to clarify business ethical issues. It should express the organization’s primary ideals as well as the ethical norms that employees must follow
• Training Sessions – Managers should organize seminars, workshops, and other such programs to promote ethics in the workplace. These are held to reinforce the organization’s norms of conduct and settle any ethical issues that may emerge
• Reward and Punish Ethical and Unethical Behavior – Performance evaluations for managers should include assessments of how their activities compare to the company’s ethical code
• Safety Measures – If the organization provides formal channels, employees are able to discuss ethical concerns and report unethical behavior without fear of retaliation
• Maintaining Professional Integrity – Having excellent work ethics makes good commercial sense. Potential customers are also more likely to choose a company that can demonstrate its ethical behavior because it adds a ‘feel-good’ aspect to any business transaction. To better enable the organization to achieve its aims, it requires a clear strategy to follow the principles of business ethics 

Six Key Areas to Maintain Business Ethics

• Establishing Ethical Guidelines – Firstly, an organization’s values should define the ideal behavioral characteristics. These should be reflected in the company’s code of conduct and supporting policies as acceptable and unacceptable behaviors. Leaders effectively set and entrench the organization’s ethical standards through the principles they display, what they say, and what they do
• Formalizing an Ethics Committee – Most businesses are required to have a social and ethics committee which can be a significant part of an ethics strategy even if there is no regulation
• Raising Ethical Consciousness – In addition, ethics awareness is a significant tool for improving business ethics. This is especially powerful when the visible examples come from the organization’s executives’ excellent behavior
• Ethical Status Measurement and Monitoring – Then, a successful strategy to maintain business ethics must include the measuring and monitoring of a company’s ethical position. If you can’t measure it, you can’t manage it applies to ethics just as much as it does to any other aspect of an organization
• Taking the Initiative – A dual approach to improving workplace ethics that involves both efforts to improve ethical behavior and actions to minimize unethical behavior is the most effective way to improve workplace ethics
• Maintaining an Ethical Culture – Lastly, creating a moral workplace and attaining a high ethical rank are big accomplishments. To achieve this, businesses must develop a strategy based on proactive, ongoing ethics management that pays close attention to the measures indicated above

In conclusion, business ethics are important for a variety of reasons.  For today’s consumers, it is a major selling point. By making efforts to foster ethics in the workplace, you may improve your company’s culture, boost your brand’s reputation, and just feel good about doing something right. 

AMBIDEXTROUS LEADERS 

Description: Ambidextrous leaders are those who engage in both exploratory and exploitative actions at the same time. 

In the corporate world, ambidextrous leadership entails both running and innovating a company. It is an uncommon but increasingly important asset in today’s complex business world.  Organizational ambidexterity refers to the notion that effective organizations employ both exploration and exploitation tactics. This means that the circumstances and possibilities must be taken advantage of by engaging in business activities that redefine the current company model while also taking risks.  

Ambidextrous leadership is a type of leadership in which the leader possesses both characteristics. In practice, an ambidextrous leader does not shy away from danger. Simultaneously, under his leadership, operational inefficiencies are eliminated, and new, leading activities are integrated into the current company model. Ambidextrous leadership is related to increased corporate success and improved performance.  

What is Ambidextrous Leadership?  

Ambidextrous leadership is a leader’s ability to deal with the complicated competing demands of today’s fast-changing world. Ambidextrous CEOs seek out quick breakthrough innovations to secure future relevance and competitiveness. At the same time, these leaders concentrate on the small steps that are necessary to progressively construct systems and structures. This ambidextrous strategy ensures long-term growth and innovation.  

Over the last decade, there has been a surge in interest in organizational ambidexterity theory and study. The ability of a company to leverage its current competencies while simultaneously exploring essentially new competencies is critical to its long-term development and success. Organizations continually face accelerated macro and micro environmental changes, making it difficult for them to become dynamic and adapt to a volatile and heterogeneous environment.  

As a result, it is critical for firms to adapt to external challenges and opportunities on a regular basis and respond with innovations and structural alignments. According to organizational literature, successful companies in changing environments are ambidextrous, meaning they are efficient now while adapting to future changes.  

Ways to Create an Ambidextrous Organization

Leaders have the skills and efficiency to strike a balance between previous company ventures and future creative ideas. A company’s growth and development team seek for new and advanced opportunities. It either involves creation as a new business unit or integration with existing ones, and then launched as an innovative endeavor into the market. The latter method results in an ambidextrous organization that nurtures new business prospects alongside the primary business. Ambidextrous leadership in an organization manages present business activity while also planning for future issues.  

Business executives must have a broad vision to build an ambidextrous organization. They must carry out dramatic innovations while also constantly improving existing corporate products and processes. Ambidexterity refers to the two-handed skill required to do a task with deft touch and sound judgement. It results in a seamless outcome. In the post-COVID, de-globalizing environment, such an approach encapsulates the difficulty that innovation leaders face. Companies will strive to restore profitability with a purpose in this new environment. Leaders in innovation are likely to play a critical role in making this shift a reality.  

Why is Ambidextrous Leadership Necessary?

To achieve the appropriate balance between performing and transforming to create step-changed business results, ambidextrous leadership is necessary. The innovation chief must provide direction on performing procedures to assure incremental productivity gains, as well as transforming innovation by focusing on generating, developing, and commercializing new revenue streams. The old habit of solely relying on safe performance strategy successes must be abandoned. Indeed, it is critical for innovation leaders to become fully ambidextrous, with the transform hand dialed up to develop new growth prospects.  

Ambidextrous leaders who produce high firm performance outcomes must be able to achieve the right combination of exploratory and exploitative actions, which is unique to each organization.  Ambidextrous leadership is more effective in innovation work because it combines both opening and closing leadership behavior. It is the ability to excel in both efficiency and innovation at the same time.   

BENEFITS OF BEING AN AMBIDEXTROUS LEADER

Description: An ambidextrous leader can perform many acts at the same time and go through multiple multi-level learning processes.  

Due to the rapid development of new digital technologies, businesses now have to constantly improve the efficiency of their current business model. To deal with the potential challenges of new market entrants, they must concurrently develop radical new solutions and business strategies. As a result of these advances, researchers are becoming more interested in the benefits of being an ambidextrous leader. 

What is Ambidexterity? 

Ambidexterity refers to the combination of incremental, more efficiency-oriented innovation and radical, novelty-oriented innovation strategies for short-term success and long-term survival. Despite the potential benefits of applying either an exploration or exploitation strategy on a firm’s competitive advantage, both approaches are highly vulnerable to becoming trapped. While researchers have looked into the impact of ambidexterity on organizational performance and competitive advantage, the results vary greatly in size and direction. 

Being an ambidextrous leader has the advantage of lowering the company’s competitive position. Businesses can use exploitative processes to achieve high quality, productivity, incremental innovation, and short-term, demonstrable success. They also use strategic agility to respond quickly to changing external conditions, ensuring long-term success. This gives a one-of-a-kind solution to ambidexterity’s difficulties, as well as an exclusive exploration or exploitation strategy.  

What is More Important: Results or Relationships?

There are several benefits of having an ambidextrous approach in organizations. Many leaders follow their bosses’ guidance and concentrate their leadership efforts on achieving results. Are leaders who excel at delivering results, nevertheless, better leaders than those who excel at developing great relationships? When it came to behavior, almost as many leaders prioritized creating relationships as they did achieve goals.  

The Benefits of Being Ambidextrous

A company’s long-term success depends on its capacity to master both adaptability and alignment, which is ambidexterity. Ambidextrous leadership has been linked to corporate success and improved performance in both startups and existing businesses. The ability to balance exploitation and exploration is a definition, or necessity, of organizational ambidexterity, and it has direct implications for the ambidextrous leader. This enables him or her to take out a variety of exploratory, learning, or investigative tasks connected to the discovery of new knowledge or market prospects at the same time. This promotes new advancements aimed at securing the organization’s future and generating long-term financial profit.  

Balanced Leadership Styles

Another benefit of being an ambidextrous leader is that he or she has the capacity and talent to compete with their organization in a rapidly changing market where incremental innovations, efficiency, and cost-cutting are the focus. He must, on the other hand, be able to thrive in an environment that emphasizes flexibility, speed, and radical invention. Moreover, effective managers must strike the right balance between different leadership styles. A transformational leadership style may be preferable in some contexts, but transactional leadership may be more advantageous in others. 

Ambidextrous Leadership in the Real World

The task at hand is to translate the concept ambidexterity into a practical organizational context. First, they demand that the ambidextrous leader’s decision be clear and strategic goal in mind. Ambidextrous leaders must also create a shared vision and culture that balances exploration and exploitation. They can take a step back to assess other people’s decisiveness. The style has been widely recorded over time, and each time it is discovered that it necessitates someone with a clear sense of direction for the organization as well as the ability to provide both support and flexibility to individuals. It’s not simple, especially when the organization’s employees are accustomed to a different leadership style. 

The ability to adapt, be risk tolerant, and make people aware of the importance of ambidexterity are all characteristics of good leadership behavior. As a result, the benefits of being an ambidextrous leader are numerous. Hence, it is one of the best leadership styles.

ANALYTICAL THINKING SKILLS   

Description: Analytical thinking skills can assist an employee in solving difficulties by identifying a solution in a timely manner.  

Analytical thinking skills are defined as the abilities that help an individual to solve problems. Every day we recognize patterns, brainstorm, observe and evaluate data. In addition, we also integrate new information, think, and make judgments based on various elements and possibilities accessible in the workplace. Analytical thinking skills are important. Employers need individuals that can investigate a problem and come up with the best answer in a fast and effective manner.  

Types of Analytical Skills   

• Communication – If you can’t discuss and implement your results, communication analysis is useless. To convey the patterns you’ve noticed, and your conclusions and recommendations, you’ll need to be a good communicator
• Creativity – Analyzing data often necessitates a creative eye in order to discover trends in the data that others may miss. Creativity is an equally important factor when we’re talking about problem-solving. Employees with great analytical thinking skills will think outside the box to find practical answers to complex situations
• Thinking Critically – Critical thinking is the process of analyzing data and making a choice based on your findings. It allows an individual to make judgments that assist a company address difficulty
• Analyze the Data – Being strong at analysis entails being able to evaluate a vast number of data and detect trends in that data. For this, you must go beyond simply reading and comprehending it by identifying patterns for senior decision-makers
• Research – Being able to collect data and explore a topic is a vital analytical talent since you must learn more about a problem before you can solve it  

Analytical Thinking in the Workplace – Analytical thinking skills are essential in the workplace for collecting data, solving issues, making proper decisions, summarizing data, and carrying out well-planned initiatives. It is important for every employee that they must learn and enhance their analytical thinking skills for the purpose of growing personally and professionally.   

Improving Your Analytical Thinking Skills

Below is a list of points that you may consider to improve analytical thinking skills: 

• Read Books – Keeping your mind active and running is the key to strengthening your analytical thinking skills. Read books and try to establish an active reading strategy in which you plan, digest what you’re reading, and ask questions about it
• Understand How Things Work – Try to identify a solution. Try to comprehend how the process of certain things work. This can give you a greater grasp of the process, which will help you develop your analytical skills 
• Make Inquiries – The more we are interested in a subject, the more we are connected to it. We become connected with mind and body. Some critical cognitive functions like attention, memory and problem solving are activated. More questions can aid in the development of problem-solving skills, as well as retention and memorization of a subject
• Play Mental Games – Playing brain games might help you develop your analytical thinking skills. The best part is they’re fun to play and don’t require much motivation to begin
• Work on Your Problem – Solving Abilities – Visualize the subject well. Prepare multiple solutions to a problem and compare them to find which is the most effective and logical
• Consider Your Choices Carefully – Make critical decisions at work carefully and rationally. If an expert opinion is available, seek it out, or conduct considerable study. Consider whether this is the best answer to the situation 

At the end of the day, just like any other ability, you’ll need to put in a lot of practice and application. Make a list of what you’ve learned in your everyday life. It is very clear that analytical thinking skills are required in most workplaces. 

IMPORTANCE OF ANALYTICAL THINKING SKILLS 

Description: Analytical thinkers solve problems better than people who simply memorize information because they conceptualize outcomes. 

Analytical thinking is an important skill to have in the workplace. After all, it assists employees in solving problems and developing strategies that help them perform better at their jobs. As a result, employers may seek employees with strong analytical thinking skills. The cognitive process when people use logic to decide what to do or believe in each situation is analytical thinking. Employees who can think analytically are reflective, self-sufficient, and competent. Analytical thinking involves connecting ideas logically, scrutinizing and evaluating arguments, identifying inconsistencies and errors in your work and the work of others, solving complex problems, and engaging in reflection.  

A critical thinker not only gathers information well, but also understands how to use that information to solve problems. Analytical thinkers solve problems better than people who simply memorize information because they conceptualize outcomes. As a result, employers place a premium on analytical thinking, particularly in roles requiring strategic planning. Using critical thinking to solve complex problems is considered a soft skill, which means it’s a skill inherent in personality.    

Importance of Analytical Thinking Skills in the Workplace  

Here are some ways in which analytical thinking is important to the workplace:  

• Leadership: Leaders must frequently think analytically when making business decisions. When considering situations, they must use analytical thinking skills to weigh the benefits and drawbacks of various solutions. Analytical thinking is a necessary skill for effective leadership
• Problem Solving: We use critical thinking to solve complex problems almost daily. Some problems have simple solutions, while others need a more complex approach. When confronted with more serious issues, it is critical for a business leader or employee to think analytically. Analytical skills in workplace allows you to generate several alternative solutions to a problem, ensuring that the decision made is best for the company
• Enhances Communication: Analytical thinking and communication are processes that go hand in hand. When you apply analytical thinking skills to communication, you can consider the perspectives of others, anticipate how they might respond, and formulate the best response. This results in more effective communication and increased productivity

Critical thinking is used to solve complex problems, identifying relevant solutions and logically defining the cause and effect of a specific problem. Reasoning is one of the most important skills for developing analytical thinking. 

Improving Analytical Thinking Skills in the Workplace  

Clearly defining the goals, how they can be organized, how they can be chunked into smaller pieces, working together to gain insights, and exploring patterns that everyone can fit into are some major ways to analytically build yourself. Being factual will aid in analytical thinking rather than driving through assumptions.  

• Become more self-aware: To become more self-aware, you must examine your thought process, values, morals, ethics, and other beliefs. What do you hold dear? Consider your likes and dislikes objectively. Knowing your strengths and weaknesses, and biases can help you better analyze why you approach certain situations in that way
• Develop foresight: Think about how others might react to a situation or decision you make. Understanding how your actions at work will result in reactions will assist you in making the right decision
• Practice active listening: Active listening is a necessary component of effective analytical thinking. It is important to have empathy and value others’ opinions. Gaining an understanding of what they want can help you respond positively and have a meaningful conversation

Analytical thinking is the process of analyzing information in order to find the best solution to a question or problem. Analytical thinking skills are used to solve complex problems. You can make informed decisions that result in positive outcomes by drawing on your own experience, reasoning, observation, and communication with others. 

INNOVATIVE LEADERSHIP  

Innovative leadership is an approach that combines different leadership styles to inspire employees to produce innovative ideas, products, and services. With new technologies and procedures, it is imperative for organizations to think innovatively to ensure continuous progress and stay ambitious. The need for innovation in organizations has resulted in a new focus on the role of leaders in the formation of the nature and success of creative efforts. Without creative and innovative leadership, organizations are likely to experience a lack of growth and development. The need for innovation is the change from the conventional view of organizational practices, which did not encourage employee innovative behaviors, to the modern view of regarding innovative thinking as a strong influence on organizational performance. 

With the advent of globalization and the growth of the information and communication sector, the business environment has changed. Nowadays business operations are no longer conducted in the old-fashioned manner they used to be. For example, increased international trade and multinational corporations have expanded business operations beyond national borders. This has created numerous challenges and has compelled business leaders to adapt to their surroundings. This article highlights the importance of innovative leadership– 

Innovative leaders are creative visionaries who have big ideas and are likely to motivate people around them to turn those ideas into reality. Innovative leadership does not mean creating the idea behind an innovation. Often, an innovative leader recognizes a great idea maybe devised by a person lower in rank and visualizes the path that leads to that idea becoming a reality. In fact, creative genius is less essential in an innovative leader than is the ability to form a vision around an idea. The leader should be able to share the vision as well as the enthusiasm for turning that vision into a reality with his employees and business partners. 

Executives see creative and innovative leadership as the most important way for companies to increase the pace of change in today’s global business environment. Some calculated thinkers are moving beyond traditional products and services to develop innovations in business processes. The way innovative leadership works sends strong signals to employees. It is essentially associated with change and takes attention and resources away from efforts to achieve short-term performance goals. Innovation requires leaders to encourage employees in order to win over their affection. The main motivators of behavior to encourage innovation are strong leaders who protect it and top executives who spend their time actively managing and driving it.  

Characteristics of Innovative Leadership

Simply accepting progressive employees and procedures is a good beginning for innovation, but it is not enough to establish it at an organizational level. To reach there, leadership needs to take a more active role. Here are some Innovative leadership characteristics: 

• Innovative leaders challenge the situation, depending not on the safe and easy path but on their future vision to make decisions 
• They are expert in the area that requires innovation, being aware of the details of their organization, and showing a professional eagerness about where it could go
• Innovative leaders set aspiring goals, challenging their employees to reach high rather than simply copying last year’s performance. This quality has to go hand in hand with giving the workforce the freedom to achieve these goals
• They move quickly. Research has found a clear relation between speed of execution and degree of innovation. Some fast leaders were in the top percentile for innovation effectiveness
• Innovative leaders desire information, recognizing that proper facts can drive innovation. Asking good questions and listening to the responses is of great importance
• They excel at teamwork, putting their own interest to the side in the interest of teamwork and group-based value creation
• They value diversity and inclusion 

Behind the success of every organization is the essential role played by innovation. Professionals also believe in the value of innovation in various sectors and industries. The leaders have to make efforts to drive innovation in an organization. The leaders are aware of the need of acquiring innovative leadership skills.  They must apply their thinking ability for the innovation. We must focus on leadership in fostering and driving innovation. 

Every leader in your company should be accountable for innovation. There is no issue if your company has a team that is devoted to innovation, there is always space for improvement in every department. Even if you aren’t making a new product or providing a new service, you can always be working on other types of innovations. Everyone should be welcome and be expected to contribute in the innovation process of your organization.  

Innovative leadership has swung into and out of fashion: popular in good times and unsuccessful in crisis. But as globalization pulls down the market barriers that once kept businesses from achieving their goal, a company’s ability to innovate, has become a key factor of growth, performance, and valuation. 

In today’s marketplace companies must possess innovative leadership characteristics to survive. Nowadays, there is much pressure for innovation, especially if companies want to be business leaders. This is because quick changing technology is driving changes in markets and shifting trends in customer behavior. The best way to stay competitive is to make innovation a custom throughout the organization. All departments must take part in the innovation process, and it must be driven by leaders in order to create durability. Innovation is not just for the development of the product, or for the creative department, it’s for everyone. 

Developing Innovative Leaders

Practicing innovation at every level makes a significant impact on competitiveness and the bottom line. A company that is comfortable in its industry developed a single idea that not only revolutionized its own product, but also had wide-ranging application for other industries. These companies made much profit, just by selling use of the idea of mandatory innovation in every department, resulting in improvements that are projected to deeply impact the organization’s budget. Each of these business successes resulted due to creative and innovative leadership. 

A shift toward innovative thinking causes a great effect and employees begin to see possibilities and opportunities for improvement where they weren’t looking earlier. Innovation motivates understanding, capability, and change for the better at every level of the organization. To make your leaders more innovative just training is not sufficient; it’s a mixture of soft skills mentoring, cultural wholeheartedness to the practice, strengthening and regularity. Here are five ways to help your team master innovative leadership skills –

Help Them Develop Self-Awareness – This is important because self-awareness allows people to better understand how and where they best perform. When it comes to innovation leadership, there are six required stages: identify, define, develop, verify, deploy, and scale. Once people understand their skills, talents, and passions, they will be able to decide where they best fit in these stages. The leaders will better understand their unique contribution to innovation once they are able to see the results of innovation assessment on paper.

Allow Them to Take Risks – Encourage your leaders to be daring in their efforts and ideas. Creative and innovative leadership create an environment where taking risks and learning through failure are common. Consider rewarding for trying new things, innovative thinking and coming up with ideas. People usually take risks because they are trying to learn, do, or prove something

Support Their Intellectual Growth – Motivate your leaders to learn, which leads to broadening perspectives and the stimulation of critical thought. The most important proof of intellectual growth is the type of questions you ask and the different ways in which you apply your new knowledge. Learning also drives curiosity and deeper understanding. Inspire your leaders to read books and articles, help them outline a course of study or a series of thought leaders to follow. Work on intellectual exercises in collaboration, or give topics to team members to study and deliver to the group.

Encourage Them to Embrace Creativity – Creativity comes in many forms. It’s not just artistic expression. It’s seeing things differently and finding solutions to problems. Creativity is essential for innovation. The truth is that everyone has the potential for creativity, but we often prohibit creative thought because we fear judgment.

Inspire Them to Develop an Innovation System – An innovation system is required to think through problems and to ask the necessary questions along the way. It will vary for every leader. We all think and approach problems differently. No matter how you look at it, you must systemize it. An effective innovation system allows you to record ideas and actions, accompany people along the process, and at the end see outcomes.  

An organization must invest in producing creative and innovative leaders and fostering a culture of continuous improvement in order to be innovative, in addition to spending money on products, processes, and marketing strategies. People become more invested in the success of the team and the business as a whole when they receive this kind of encouragement. 

Crisis Management in Business

Description: A crisis management plan helps impacted organizations by offering a well-documented set of answers to anticipated critical scenarios.  

A professional crisis management plan lays out how your organization will respond in the event of a catastrophe. It requires preparing your team for the likely disasters and reducing the long-term damage by planning responses for each crisis. A crisis is described as any serious threat that may result in negative effects to an organization, when not handled properly.   

Serious crises, such as industrial accidents, can be fatal. Financial losses, reduced purchase intentions, pauses in operations and prospective lawsuits or payments are all common outcomes of crises. Every crisis implies a risk to a company’s reputation. An effective crisis management in business should assess these risks. The primary priority should be public safety, as failing to address this will exacerbate the crisis’s consequences.    

What is a Crisis Management Plan?  

A crisis management plan is a document that outlines the procedures that an organization should follow in the event of a crisis that threatens its profitability, reputation, or capacity to function. Business continuity, emergency management, crisis management, and damage assessment teams employ effective crisis management plans to prevent or limit harm and give personnel, resource, and communication guidelines.    

Critical Steps to Create an Effective Crisis Management Plan   

There are six fundamental steps to creating a strategy. Here’s how to get going:  

• Make a Risk Assessment - A risk assessment identifies potential difficulties and crises that could interrupt your business’s operations. Begin by making a list of all important threats and vulnerabilities that potentially affect the organization. Public relations blunders, social media gaffes, product recalls, cyberattacks, workplace problems, and extreme weather disasters are just a few examples  
• Resolve the Impact on Business – A business impact analysis qualifies a business-disrupting issue’s potential impact. It is an essential step in ensuring that your company considers all aspects of a threat. It can also assist in making a business case for problem and crisis management plans for those who do not perceive their value
• Make a List of Possible Scenarios – Begin defining which steps will assist your organization respond effectively to each threat now that you’ve discovered what hazards could affect your firm and how they might do so. Consider what procedures would be necessary to remedy the problem, what resources would be required, and how employees could assist
• Create a Strategy – Once you’ve decided on a contingency for each potential danger, work with key stakeholders to flesh out an effective crisis management in business. Department heads can share information about available resources as well as potential stumbling obstacles. Also, keep in mind any relevant regulatory standards and plan how you’ll meet them, even if you’re in the middle of a crisis
• Familiarization is Key – During a crisis, make certain that your personnel have access to the information they require.  Be sure to train stakeholders on your issue and crisis management plan on a regular basis. It is important that everyone is familiar with the plan, can respond confidently, knows where to acquire more information, and is aware of their responsibilities. For this purpose, regular drills and rehearsals are beneficial
• Return to the Plan on a Regular Basis – Return to the plan on a regular basis to keep up with updates and maintain relevance. It’s critical to maintain the strategy current, especially as personnel come and go, new technology is installed, and other changes occur. To keep the information current, it’s a good idea to review and test the plan at least once a year

A professional crisis management plan is crucial for organizations. This is because the law requires many businesses and sectors to have one. A proper strategy can reduce downtime, if operations are halted due to a crisis. Furthermore, it can assist your company in avoiding or minimizing reputational damage. 

 EMOTIONAL INTELLIGENCE IN CRISIS MANAGEMENT 

The global COVID-19 pandemic has prompted several changes in the way we do business. The crisis has created a slew of new leadership problems. These range from managing remote teams to dealing with employees who are suffering from mental illness or financial difficulty. Leaders should be aware of the importance of crisis management. They should know how to use emotional intelligence than ever before to successfully steer their team through widespread disruption.  

The ability to detect, comprehend, and manage one’s emotions is emotional intelligence. It’s more difficult to use our cognitive resources under high-stress conditions, such as while navigating a pandemic. In these situations, leaders who can regulate their own emotions and have empathy for others are the most effective.  

Emotions go high when things are difficult. It is a leader’s responsibility to manage their own emotions and assist others in doing so while still propelling the company forward. Obviously, the worldwide pandemic is the current challenge that every company is dealing with. However, major and minor crises occur daily, and leaders must be able to lead with emotional intelligence.  

Emotional Intelligence in Crisis Management  

For leaders whose communities are influenced by disasters, emotional intelligence is critical. Developing emotional intelligence in professional crisis management provides leaders with internal resources they can rely on. Patience, compassion, empathy, trust, and a grounded emotional understanding of oneself and the ever-changing reality around you are all necessary for being prepared for the unexpected. Leaders that apply these Emotional Intelligence attributes will face obstacles with confidence and resilience as a result of crisis response.   

Ways to Demonstrate Emotional Intelligence in a Crisis  

• Calm and Focused Approach is Important – Being able to focus on the tasks at hand with presence, clarity, and confidence is a crucial skill set when a crisis occurs
• Unclouded Vision – Emotionally intelligent leaders are aware of not only the situational data, but also of their own biases, emotions, and opinions, all of which may influence how they address the task
• Flexibility – Leaders that are emotionally intelligent have the resilience and agility to respond to the situation at hand and make those difficult judgments.  
• Communication that Works – Internal communication that is continual, trustworthy, and transparent is crucial for team members to keep focused on priorities, feel motivated, stay linked as a team, and react with more agility during unpredictable times
• Empathy - Demonstrating empathy is one method to establish the environment for psychological safety
• Compassion – Compassionate leadership can take numerous shapes since it is responsive to immediate needs
• Optimism and Hope for the Future – Influential leaders have a vision of the future that is both realistic and hopeful. Cultivating the ability to recognize unimagined possibilities can provide leaders with a plan to follow when they face obstacles

Benefits of Emotional Intelligence in Leaders During a Crisis  

As a result of the COVID-19 epidemic, we’ve decided to investigate our environment’s leadership. Almost every firm has faced tremendous problems that have put its leadership and ideals to the test. A leader must have fortitude, attention, and mental as well as emotional intelligence to successfully navigate through these uncertain and challenging times. Emotional intelligence is defined as the ability to recognize and control one’s own emotions, as well as recognize and empathize with others’ emotions. Emotional intelligence has an impact on a leader’s connections, team management, and workplace interactions.  

In times of crisis management in business emotionally intelligent leaders excel because of their unique capacity to recognize trouble, speak honestly, adapt, handle uncertainty, and create psychological safety. They become more present, resilient, and compassionate as a result of the experience. Emotional intelligence during crisis management is one of the most valuable tools a leader may have in order to lead his or her organization through challenging times and emerge stronger. 

SENSE MAKING PROCESS 

Description: Leaders use sense making skills to act on it when they face a crisis and are looking for answers to make sense of what is going on. 

Leaders are critical when organizations face a crisis and are trying to make sense of what is going on. Leaders must analyze and problem solve in the setting of a circumstance with time constraint and stress. They must also communicate with others in management teams, making sense in a crisis is naturally complicated. In such instances, leaders must create a model that includes causal beliefs for comprehending and responding to the crisis. Sense making  approach allows leaders to gain a greater understanding of what is going on in their settings, which helps them with other leadership tasks like visioning, relating, and innovating.    

How Can Sense Making Help Management? 

Organizations can employ sense making approach to assist support a more organised, communicative process that includes interpreting environmental events, using social interactions to understand those events, and developing the answers required to mitigate a problem or improve a process. In a complicated and unpredictable world, managers who focus on strengthening sense-making talents can make better decisions.  

In order to move organizations forward, leaders must be aware of what is going on around them. Given the ever-increasing changes in technology, business models, and consumer tastes, this endeavour is now more difficult than ever. It is now further exacerbated by the worldwide pandemic and its attendant repercussions.  

Why Embed Sense making into Leadership Capability Models?  

Sense making process should be a part of leadership capability models at all levels, whether the role of the leader is. He may be an entrepreneur, a coach, or the architect of a new strategic initiative. Once sense making is incorporated into the organization’s leadership effectiveness paradigm, talent development programs at all levels can be implemented. Following that, organizations should establish new leadership development tests, training, and initiatives that highlight the ability to make sense of things.  

The word “sense making” will become a part of the organizational lexicon if it is a part of the leadership capability models. It is a critical component of organizational communication and coaching discussions. In effect, this act brings sense making into the equation of leadership effectiveness, removing its status as a secret ingredient of leadership success.  

Incorporating Sense – making into Human Resources Practices  

Once sense making becomes a part of a company’s leadership capacity model, it benefits in hiring and rewarding employees. Hiring for sense-making ability is looking for people with a large network and the capacity to reach out to a variety of stakeholders, listen, spot patterns in complexity, and think across polarities like efficiency vs. effectiveness, or safety vs. economy. It’s vital to hire people who are open to new ideas and can test their assumptions quickly.  

An organization should recognize employees who preserve and improve their sense making abilities. In their quest to win one of the coveted dragons, people became fiercely competitive. Demonstrating that sense making enabled the inventive idea or product to arise was a crucial aspect of obtaining a dragon. Companies that are serious about the practice will require sense-making abilities as a qualification for advancement.  

Sense making approach is crucial when we encounter exponential expansion in available knowledge, rapid technological developments and rising complexity. It is necessary to map the new environment and make sense of our existing reality, and to redraw and refresh those maps as circumstances change. Organizations must acknowledge sense making as a crucial capability and increase efforts to practice it. This is possible by teaching and embedding it at all levels, to make the best decisions. We understand how sense making works, even if we frequently appear to be unaware of its importance. 

 CYNEFIN SENSE MAKING FRAMEWORK 

Description: Cynefin sense-making framework is used to form and consider the impediments that stand in the way of achieving the desired end state. 

Problems are becoming more complex as the information environment grows greater.  Cynefin sense-making framework is a tool that leaders can use to help them think through an issue or circumstance and come up with a solution. It encourages people to make decisions depending on their circumstances and deals with the uncertainty that comes with complicated projects and systems. It divides problems into numerous categories.  

Dave Snowden’s Cynefin framework has gained prominence in the agile community in recent years. Sense making and the Cynefin framework, when used to their full capacity, are powerful and effective techniques to informing action in complex, dynamic, and unpredictable settings. Its goal is to assist leaders see that each scenario is unique and necessitates a distinct approach to decision-making. It assists individuals in identifying how they see circumstances and determining what behaviours are acceptable in their particular situation. It’s essentially a sense-making gadget that questions what context you’re in and bases itself on the idea that different situations necessitate different approaches to navigation.   

Business Leaders’ Implications  

As we move toward a more complicated future, it becomes clear that decision-makers and leaders will need to develop new skills and practices. That is, to guide oneself and others from a place of intuitive understanding. We must pause to try to make sense of our surroundings, operate from a higher level of awareness, and frequently go against what our instincts tell us is the proper thing to do.  

Cynefin sense making framework can help you increase your sense-making and your chances of a successful communication plan. It will not provide you with answers, but it will assist you in making sense of the issues. Cynefin framework, in its most basic form, exists to help us understand that not all situations are created equal, and that different situations necessitate different reactions in order to successfully navigate them.  

Organizational Sense-Making

It’s past time to widen existing leadership and decision-making approaches and develop a fresh perspective based on complexity research. Executives can use Cynefin framework to perceive things from new perspectives and integrate difficult concepts. They can address real-world issues and possibilities. Leaders learn to define the framework using examples from their own organization’s history and scenarios for the future. This improves communication and allows executives to quickly grasp the context in which they work.   

The framework divides the difficulties that leaders face into five categories based on the nature of the cause-and-effect relationship. Leaders must analyze circumstances and respond in context-appropriate ways in four of these frameworks: simple, complicated, complex, and chaotic. When it’s unclear which of the other four settings is dominating, the fifth dysfunction applies. Cynefin framework can assist executives in recognizing their current context. This allows them to make better decisions and avoid pitfalls when their favored management style causes them to make mistakes.  

As a result, the framework instructs us on how to handle a variety of situations. Also, the features provide sufficient information to enable us to recognize the situation in which we currently find ourselves. You can have wonderful solutions, but if you use them in the wrong situation, they’ll be useless or even destructive. Cynefin sense making framework isn’t just for pointy-haired executives; it’s also valuable for software developers and everyone else! This can be used to a variety of life experience vectors. In conclusion, you need to match the correct strategy to the right situation to get the best results. 

CIALDINI’S INFLUENCING TECHNIQUES

Description: Cialdini’s influencing techniques are reciprocity, scarcity, authority, commitment and consistency, liking, and consensus.  

In 1984, Robert Cialdini published “Influence: The Psychology of Persuasion” In it, he investigated the factors that influence people’s decisions, particularly those related to sales and purchasing. His work was a significant forerunner to Nudge Theory and its darker sibling, Sludge. At the heart of his work is the now-accepted notion that decision making is difficult, so people use a variety of rules of thumb and decision-making shortcuts (heuristics) when taking action in any situation. 

Cialdini’s Six Key Principles of Influence

Cialdini’s influencing techniques identified six key principles: reciprocity, scarcity, authority, commitment and consistency, liking, and consensus (or social proof).  

• Reciprocity: The desire for reciprocity can be used to influence the behavior of others. In the workplace, you can apply the principle of reciprocity by doing favors for others, assisting others and publicly praising others. Each of these obligations will be met at some point, most likely to your benefit. Of course, if you go too far with this type of behavior, it will stop working
• Scarcity: Scarcity is the second of Cialdini’s influencing tactic. People tend to want something more when there are fewer of it. It may be possible to create a sense of scarcity around your own availability in the workplace. This may increase interest in what you have to offer. Of course, only those in positions of power are in a position to do so. Doing so when you lack that power may simply lead to others accusing you of inefficiency
• Authority: Authority is the third of Cialdini’s six principles of persuasion. Individuals who are credible, authoritative, and experts in their fields have a greater influencing power than those who are not. In the workplace, this means that while trust and credibility are important, it is also possible to gain some of that authority through the recommendations and good words of others. It may be beneficial to ask others to recommend you, or to recommend others so that they feel obligated to recommend you in return
• Commitment and consistency: Commitment and consistency are the fourth and fifth of Cialdini’s six principles of persuasion. This principle may be applicable in the workplace to influence and persuade others. To accomplish this, you must first find small things to persuade people to do, then progress to larger things from there
• Liking: Liking is the fifth of Cialdini’s influencing techniques. To apply this principle in the workplace, you simply need to befriend those around you and those you want to persuade or influence. You can accomplish this by collaborating with others, paying genuine compliments to others, identifying similarities, and developing relationships. The key point here is that you must first establish these relationships and gain this “liking” before attempting to influence others
• Consensus (social proof): Consensus, or social proof, is the sixth of Cialdini’s six principles of persuasion. When their peers recycle more, people recycle more. This principle of consensus or social proof is difficult to apply from a personal standpoint in the workplace, but it may be possible to do so by managing your reputation and personal brand.

The main point Cialdini’s influencing tactics make is that if we understand these six principles, we can use them to our advantage when trying to persuade others to do something or buy something. 

 INFLUENCING OTHERS AT WORK 

Description: Having influence has numerous advantages, and it is a very valuable tool in the world of business. 

Influencing others in the workplace is crucial for success. It doesn’t matter where you work, or what your professional ambitions are. Distraction by one’s own activities and overflow of information is a common phenomenon. Hence, it can be difficult to enhance your impact at work. However, as the demand for businesses to be successful and profitable grows, it’s more crucial than ever to use the strategies for influencing others at work, to make things happen.    

Some Strategies for Influencing Others at Work  

• Build Trust – Trust is the foundation of productive and collaborative working partnerships. Be transparent and honest. If you’re truly influential, you will be able achieve goals not only because you’re a boss issuing instruction, but because employees trust you  
• Be Consistent – People will feel you are consistent if you complete your own chores accurately on time. It’s a terrific strategy for influencing others at work if you’re consistent, because you’ll be seen as trustworthy, and you’ll have no trouble gaining support
• Don’t Mistake Assertiveness for Aggression – While assertiveness is necessary for getting your point across, don’t overdo it to the point of anger or arrogance, as this will jeopardize your capacity to influence others in the workplace
• Willing to Compromise and Negotiate – Being too adamant about your beliefs can backfire. People are more inclined to listen to what you have to say instead of becoming defensive if you appear to be willing to compromise or negotiate
• Build Connections – Try to communicate with your personnel. People will be much more receptive to you when you discuss ideas with them if they believe you’re all working as a team, and you advocate for it

Some More Strategies to Consider  

• Walk the Talk – If you talk about what you want to achieve but don’t execute it, you won’t be able to get influence. This strategy for influencing others at work will be possible if you demonstrate that you can get things done
• Don’t Just Talk; Listen – The more you listen to people’s ideas and show that you believe in them, the more valuable your ideas and opinions will become. This shows your regard for others and fosters mutual trust
• Follow Through – Continue to take the actions that will propel the company ahead. Complete all the tasks you’ve agreed to do. This demonstrates to others that you share their objectives and helps you become a more effective leader
• Help Others – Being willing to assist people is another strategy for influencing others. When someone asks for your opinion, wants encouragement, or requires guidance, it is more vital to be generous

What is Work Influence, and Why is it important?  

Each member of a workplace team has a certain amount of power. The following are some of the most important advantages of influencing others at work:  

• You’re more likely to get noticed, promoted as a result of your efforts
• Influential people stand out in a crowd. Managers and peers will be more likely to mention your work as a result
• Your capacity to work as part of a group grows. Influential people may make everyone in a group feel like they belong. You’ll work better together and be happier at work if everyone on your team feels included

• You’ll build stronger bonds with your coworkers and bosses. A powerful person has a distinct aura around them
• At work, an influential person is treated with deference. This can make it easier to build and maintain relationships 

Remember that influencing others in the workplace is about becoming more successful and respected, not about getting people to do what you say. Use these strategies for influencing others, and your team will be more united and effective. 

SIMON SINEK’S GOLDEN CIRCLE MODEL 

Description: The Golden Circle model, developed by Simon Sinek, attempts to explain why some people and organizations are exceptionally adept at inspiring others and successfully differentiating themselves. 

Simon Sinek’s Golden Circle Model can be used by leaders at all levels. The questions WHY, HOW, and WHAT make up this model. Every company and leader, according to Sinek, knows WHAT they’re doing, how they’re doing it, and why they’re doing it. Few organizations and executives, according to Sinek, understand why they are doing a particular thing. 

Most organizations, according to Simon Sinek, work from the outside in, or from the WHAT question. To understand the Golden Circle, you must first understand what it entails. The Golden Circle’s WHAT ring describes the products or services that a company sells. What the company does is the HOW. The organization explains why its products/services are superior to those of competitors in this ring of the Golden Circle. The WHY of a company is about what it stands for, not about getting money. As a result, instead of communicating from the outside in, inspired and influential organizations communicate from the inside out. 

• Begin With Why – According to Sinek, “why” is the most crucial message that an organization or individual can communicate because it is what motivates people to take action. According to Sinek, articulating the passion behind the ‘Why’ is a means to communicate with the limbic brain of the listener. This is the region of our body that deals with emotions like trust and loyalty, as well as decision-making. Communicating ‘Why’ engages the region of the brain that controls action in the listener. This is why the Golden Circle model is seen as such a powerful leadership philosophy. At a corporate level, conveying your ‘Why’ is the foundation of a compelling value proposition that will set your brand apart from the competition
• How – The ‘How’ considerations for the organization could include qualities or beliefs that they believe set them apart from the competitors. According to Sinek, ‘How’ messaging can also connect with the limbic brain, which is responsible for action and emotion. However, he believes that, in addition to ‘How,’ organizations need enhance how they explain their ‘Why’ 
• What – Defining ‘What’ a leader or organization does is quite simple. This might be defined in terms of the items or services that a company sells. According to Sinek, ‘What’ message only stimulates the neocortex, which is the reasoning part of our brain. This portion of the brain isn’t as important in decision-making as it once was. Successful companies, on the other hand, use the Golden Circle’s three questions – Why, How, and What to guide their customer approach. 

Consistency, Clarity, and Discipline

Sinek outlines what he terms the Clarity of WHY, the Discipline of HOW, and the Consistency of WHAT in his model. Everything, he says, begins with clarity, which means that inspiring leaders must understand WHY the WHATs are being done. They must also effectively express the WHY to their coworkers, since coworkers must understand WHY they must be a part of a project and WHY they must work passionately on it. 

Sinek argues that the HOWs are the values and principles that will enable leaders and team members to successfully bring the project’s purpose to life using the HOW discipline. When things appear to be going badly, the discipline of HOW is critical. When a leader can hold his or her team members accountable to the values and principles, it inspires and motivates them to work together more effectively and passionately.  

Most businesses, according to Simon Sinek, have no idea why customers choose their services or goods. If a corporation wants to be successful, it should concentrate on the WHY, which is the central question in the Golden Circle model. It should describe why their products and services are the greatest a customer can receive in a simple and honest manner. Rather than competing with other businesses, a company should compete with itself in order to develop stronger and become one of the market’s most powerful players. 

LEAD BETTER IN A VUCA WORLD 

Description: The future holds both threats and opportunities. The way you acclimatize and adapt to imminent change is the true test of VUCA team leadership.  

VUCA, or volatile, unpredictable, complex, and ambiguous, was a good way to describe the terrain after the Cold War, and it gave a framework for analyzing strategy and leadership in a fast changing world. Numerous firms are already using the term VUCA to represent the dynamic nature of the business environment and the strategies to lead better in a VUCA world.   

What is VUCA Leadership?

VUCA leadership is defined as the ability to move and respond to changes in the corporate environment with focused, rapid, and agile actions. Leadership’s responsibility today is to provide clarity in unpredictable circumstances. More leadership is required as situations get more unpredictable. In the face of this uncertainty, today’s leaders must thrive. 

Although you can never predict what changes will occur, key leadership abilities and behaviors will assist you and your team in adapting to the business environment and thriving in a VUCA world. 

Strategies For Leading in a VUCA World 

• Visioning – In times of transition, being able to clearly describe the organization’s fundamental value proposition and how you and your team fit into it through your everyday contributions is crucial. Setting and expressing a common purpose and vision allows your team to see the big picture. This unified purpose and vision is a cornerstone to keep returning to when everything is continuously changing
• Get Ready for Change – Monitoring and tracking trends, rivals, and the business environment to uncover patterns and variables that may have an impact on your team and the organization can provide you with an early warning of imminent change. You can start anticipating and preparing for change once you implement this into your job. 
• Adaptability and Flexibility – The ability to be flexible and adaptive is an important leadership trait in times of uncertainty and transition. VUCA leadership necessitates breaking free from old habits and working against one’s annual plan. The ability to flex, pivot, and be adaptable as new information is gathered, decisions are made, and opportunities occur is inherent in VUCA leadership
• Bias in Decision Making and Action – A bias for action is another strategy to lead better in a VUCA world. It’s the ability to make a decision with inadequate knowledge, when you don’t fully understand the intricacy and interconnectedness of the decision. Also, when you can’t rely on experience because this is the first time you’ve made this decision. Leaders must realize that they are operating in an imperfect world and must choose between action and inaction for their project, team, and organization
• Collaboration and Teamwork Should be Encouraged – Innovative thinking and concept diversity, which demands input from all functions and levels of the company, are required when leading through unusual times. Since there are no best practices for navigating through periods of VUCA, facilitating employee collaboration as a leader becomes even more critical, as everyone is required to find inventive solutions and quickly respond to changing realities
• A Customer-Centered Approach – Having a customer-centric focus on how external forces will effect the customer experience at the forefront of choices is a crucial strategy of managing in a VUCA world, regardless of your function in the business

In unpredictable times like these, you may be asking how you can improve your strategies to lead better in a VUCA world. To identify gaps and determine what you need to learn and practice is to assess your readiness to lead in uncertain scenarios. Then seek for a VUCA leadership development program, such as management and leadership training or one-on-one coaching, to help you accelerate the development of your leadership abilities and talents. 

Transformational Leadership

Transformational leadership style is one in which the leader encourages, motivates and inspires their team to engage in innovation to aid the growth of the organization and the individual. For transformational leadership to achieve maximum potential in an organization, there must be employee ownership, autonomy and a strong organizational culture.   

Transformational leaders motivate and inspire without micromanaging the employees, instead they grant autonomy in order to create room for innovation that brings growth and creative solutions to issues that exist in the organization. This leadership approach allows the executive level employees to also gain the qualities of a transformational leader through mentorship and successfully practice transformational leadership style in the future. This integrates the practice of transformational leadership in the organizational culture.   

The transformational leadership model was developed by James V. Downton and extended by James Burns and Bernard M. Bass. It holds strong, authentic, inspiring leadership practices at its core. A transformational leader must put to practice four qualities that are core to the leadership model: 

• They must intellectually stimulate their team consistently by challenging their competencies, encouraging creativity and new ways of performing tasks  
• They must encourage open communication and maintain good interpersonal relations with the employees they manage by considering their individual qualities, working styles and recognize the innovation that every individual brings into the team
•  A transformational leader must be able to inspire their team members by communicating the goals and instilling passion within them to achieve those goals successfully
• Their ideals and practices must be such that employees can trust and respect them and view them as role models

In an industry like IT, the employees are capable and analytical enough to produce high quality work but motivation to change and grow gives them the energy to maintain forward momentum. In the financial sector, the employees and leaders need to have mutual trust, respect and need to be consistently motivated to maintain good relationships with the clients. In both these cases, a culture of transformational leadership style provides the employees with the resources and guidance they require. 

Design thinking is a model that would be an asset to transformational leaders since it involves empathy and continuous innovation processes that do not follow a linear path. It allows for greater range of creativity in a team and gives a complementary approach for the kind culture transformational leadership brings into an organization.   

Transformational leadership style focuses on open communication, authenticity and quality of interpersonal relations at work. It holds a leader accountable to maintain high moral standards and encourage others to do the same along with fostering an ethical work environment with clearly defined values, standards and priorities. It motivates and develops the members of the organization and inspires them to work for common goals instead of solely working for personal gain, which increases their satisfaction and commitment towards the institution. It builds a culture of autonomy in the organization where individuals are allowed creative freedom and innovation, which fosters accountability and ownership of goals through mentoring.