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The library of essays of Proakatemia

Leadership skills of the new world



Kirjoittanut: Anna Omorodion - tiimistä Crevio.

Esseen tyyppi: Akateeminen essee / 3 esseepistettä.
Esseen arvioitu lukuaika on 19 minuuttia.

written by

Sunita Kumar

Annabell Omorodion

Judiel Patrick Cayabyab

1       INTRODUCTION

 

In today’s rapidly changing world, leadership skills are more important than ever before. The demands on leaders have become increasingly intricate and the challenges they face are increasingly global and interconnected. As we move in a new era, the traditional leadership ideas and strategies might not be suitable for dealing with the challenges of the 21st century. To be effective leaders in the modern day, individuals must possess a variety of skills and qualities that enable them to deal with ambiguity, complexity, and uncertainty. Adaptability, resilience, empathy, strategic thinking, creativity, teamwork, and a global mindset are some of these abilities. The new world demands a different kind of leader, a person who can adapt to the needs of their team. The ability to lead with purpose, integrity, and social responsibility has never been more critical, as they must make decisions with far-reaching consequences and transverse complex ethical and moral dilemmas. Leadership skills of the new world demand a mixture of emotional intelligence, critical thinking, and a global perspective. Leaders must be able to adapt quickly to changing circumstances, forge solid connections, and motivate their team to achieve common objectives.

2  WHAT IS MODERN LEADERSHIP SKILLS?

 

As organizations and business evolve, so do the leadership qualities, capabilities and skills of the people tasked with leading such organizations. In modern organization they demand their leaders to use soft skills. Soft skills are refer to a persons behaviour competencies such as self-awareness, active listening, empathy communication also how they form relationships and interact with people. In modern leadership soft skills are essential for effective leadership. Modern leadership is more team orientated. To achieve the most efficiency in the workspace leaders of modern organization need to support their teams create a exclusive environment and make their workers feel appreciated. How does one achieve a efficient work environment and skills?

Communication

Leaderships need to have strong communication skills. They must be good at sharing clear opinions and clear messages and be able to breakdown complex ideas so everyone in the company finds it easy to understand. They also should be great story tellers since they are most likely to face situations where they are giving  a speech or talking to investors.

Modern leaders should also possess the skills of being able to observe the work environment and act accordingly. They must be active listeners and observers of their work environment to be able to fix concerns in their team. They should also encourage transparent and open communication and be able to include their team in decision making. Modern leader should also know how to delegate a task and communicate it efficiently.

Emotional intelligence

Modern leaders must have high emotional intelligence and the ability to build trust. Having high emotional intelligence is to be able to interpret, control, perceive, demonstrate, evaluate, and use emotions to communicate with and relate to others effectively and constructively.

Modern leaders should have the ability to value individual team weaknesses and straight and be able to utilize it into their work environment. Modern leaders should prioritize their team’s wellbeing and safety and uniting the team.

Leaders who have the skills of emotional intelligence can go above and beyond in time of crisis. These builds trust and makes the employees feel valued.

Vision and purpose

Modern leaders need a compelling vision and be able to communicate and translate that vision to the team and make it a reality. A leader that knows their why and how to communicate the why to their team leads to good employee engagement and high performance.  Leaders that show their passion and purpose and are able to connect it to the organization make great leaders because their able to inspire their team and make others identify with their vision

Innovation and creativity

In a society where things are constantly evolving modern leaders should encourage creativity and innovation. Business who don’t encourage innovation and creativity are more easy to fall out the map. Leaders and business more than ever have to be top to date with trends and their changing environment especially when it comes to technology and AI intelligence.

(Justina Mutale 2021)

3 BUILDING A TEAM THAT PERFORMS

 

successful teams are made up of goal-oriented people who share complementary skills and align their expertise toward common business goals. They work together, innovate, and support each other to deliver unparalleled performance and exceptional results. Such teams are willing to consistently strive and exceed expectations. They can easily adapt to specific project needs without compromising the quality of work. Their good cooperation makes them a strong team.

Characteristic of a high-performance team:

 

Ways to build a high-performing team.

  1. Finding the right team members

Leaders should carefully observe and analyse the skills and capabilities of their employees. Leaders should try to find characteristics of high-performing teams in their employees.

 

  1. Getting to know the employees.

Leaders who know their employees understand their straight and weakness and are able to utilize them efficiency. Interacting with employees helps the leader get a deeper understanding on what drives and motivate them and how they approach situations. This helps delegate task accordingly.

 

 

 

  1. Setting smart goals

Leaders should set smart and clear goals for their team. Setting smart goals brings value to the team and the organization. Leaders who clearly address what to be achieved how and when can set clear instruction that amplifies the team performance. With clearly laid project goals, a team can better attain the set objectives within the defined timeline.

 

  1. Creating a positive work environment.

A positive workplace encourages communication and affective teamwork within the members. It creates psychology safety and builds trust.

 

  1. team building activities.

team building activities is a proven and engaging way to build employees core.
Such activities develop desirable skills such as reasoning, leadership, motivation, and creativity in team members. Not only that, but it helps bring employees closer together and understand each other on a deeper level. This bond is also reflected in their work.

 

Key principles of building a high performing team.

(David Miller 2023)

 

3.1       BUILDING CREDIBILITY

 

The definition of credibility is the feeling of trust and respect that you inspire in others. There is a combination of things a leader must have in place to be able to establish credibility in the work environment. A credible leader attracts engaged and dedicated followers, and people want to work for them. Credibility is important in many areas not just leadership roles. For example, people won’t buy from a salesperson they don’t trust or know the product well. Credibility is also needed when giving a presentation or selling ideas.

Regardless of the role or position one may have, trust needs to be earned. Building trust takes time, patience, and consistency.

 

HOW TO BUILD CREDIBILITY

One way for leaders to build credibility is to have strong core values. Leaders with strong values stand for what they believe in and are believed to have integrity. Integrity is important for building credibility withing the team, because the team will believe in a leader who does the right things for the right reasons. To preserve integrity leaders should think carefully of what promises and choices they make. A leader should also be able to take accountability for their mistake and correct it. Showing accountability builds credibility between the team. A leader who constantly develops their expertise and its always up to date in their industry can demonstrate it to their team which helps build trust   that the leader knows what they’re doing.

To build trust a leader most be professional around their workers.  Professionalism is a key component of credibility because it shows to the team that they care about their employees’ relationships, and they respect their work.

(Emerald Works Limited 2022.)

 

3.2     TRUST BUILDING METHOD ROCC

ROCC definition is reliability, openness, competence, and compassion.

 

Reliability

Trustworthy leaders keep their promises. Reliability is important in the workplace because it fosters trust. Employees know what to expect from managers. A trusted leader can communicate effectively, set realistic priorities, and provide encouragement and pushback when needed.

 

Openness

A leader that’s open is a key to building strong connections with the team. The stronger the connection, the more committed the team will be to achieving its goals. Openness makes leaders approachable and make people feel like they’re working with them and not for them.

 

Competence

Leadership competencies are the skills and traits that make a person a good leader. The ability to demonstrate those skills, can increase the team’s credibility and engagement with the leader . Effective leaders inspire, encourage, and facilitate increased productivity in their teams. Successful teams often operate under the leadership of strong leaders.

Compassion

Compassionate leadership involves valuing relationships through listening carefully, understanding, empathizing, and supporting others. This makes the people we lead feel valued, respected and cared for so that they can reach their potential and do their best. There is clear evidence that compassionate leadership leads to higher employee engagement, motivation, and well-being, which translates into higher quality care.

How do committed leaders behave? They try to empathize with their peers and understand the challenges they face. They are dedicated to helping others overcome and successfully cope with their professional challenges. And they focus on enabling the people they lead to work effectively and succeed. Compassionate leaders don’t have all the answers, they don’t just tell people what to do, they work with those they work with to find common solutions to problems.

(Michael West 2021)

4 COURAGE, HUMILITY AND AUTHENTICITY AS KEY POSITIVE LEADERSHIP CHARCTERISTIC

 

 

4       COURAGE

 

Courage is unquestionably a vital character trait of a leader. It has the capability to overcome fear, uncertainty, and adversity with vigour, determination, and absorption to resolve and act courageously when called upon. A courageous leader is one who is prepared to make challenging choices, take calculated risks, and defend their principles for what they believe in, even when it seems unpopular or difficult.

There are few factors make courage such a crucial quality for leaders. First is inspiring others. When a leader shows courage, it encourages others to do the same. When you see someone face their distress and deal with it successfully, it can motivate others to do the same and establishing a courageous and determined cycle. Second is building trust. A leader who shows courage is often seen as trustworthy and dependable. People will follow someone who is venture and making tough decisions, knowing that they are doing so for the team’s best interests. Another factor making courage such a crucial quality is better decision-making. Leaders with courage do not hesitate to take risks or make fearless decisions. This may lead to more innovative and creative solutions to problems, as well as being decisive when time is of the essence. The last factor is promoting growth. When a leader displays courage, they are often pushing themselves and their team to flourish and progress. By taking on challenges and going out of your comfort zone, they can inspire their team to do the same thing, leading to personal and professional growth. In general, courage is an essential characteristic for leaders who want to inspire and motivate their team, build trust, make better decisions, and promote growth and development.

(Bill Treasurer, 2023)

 

4.2    HUMILITY

 

One of the most important traits of a successful leader is humility, as it enables leaders to perform their jobs more productively and interact with their team more effectively. Modest leaders tend to be more approachable and relatable as they can admit their own weaknesses and appreciate other’s strengths.

 

One of the reasons why humility is important for leadership is to build trust. Humble leaders tend to be more transparent and honest which helps to build trust with their team members. When leaders acknowledge their flaws and shortcomings, it creates a safe space environment where team members feel comfortable sharing their own weaknesses and vulnerabilities. Another reason is to foster collaboration. Humility encourages leaders to give importance to consider the perspective of others, this can result to better decision-making and more effective teamwork. When leaders are humble, they are more likely to assign tasks to others and encourage team members to contribute to the objectives of the company. Moreover, another reason why humility is important for leadership is to promote growth. Humble leaders are constantly seeking improvements for them and their company. They are open to feedback and eager to improve after making mistakes. This mindset of continuous improvement can encourage their team members to do the same, leading to a culture of growth and innovation. Furthermore, humility also creates a positive work environment. It can help leaders to establish a productive workplace by demonstrating virtues like gratitude, kindness, and respect. These actions can be contagious and can promote an inclusive and positive culture. Humility is a quality that all effective leaders must possess. It helps leaders build trust with their team, foster collaboration, promote growth, and create a positive work environment.

(John Baldoni, 2009)

 

4.3     AUTHENTICITY

 

Authenticity is indeed a key positive leadership characteristic. Authentic leaders are individuals who uphold their own principles, values, and their beliefs.           They are open and honest in their communications and behaviours, and they encourage their followers to revere and believe in them. Authentic leaders are self-aware and fully cognizant of their advantages and disadvantages. They can interact with their team members in an honest and open manner, and they do not hesitate to ask for assistance when needed or not afraid to admit their mistakes. This creates an environment of psychological safety, where team members feel free to express their ideas without worrying about being judged. Authentic leaders also have a clear sense of purpose and vision for their team. They are able to motivate their team members to work together toward a single objective because they are passionate about in what they do. Finally, authentic leaders empathetic and compassionate. They can offer support and encouragement to their team members by being aware of their needs and worries. They create a welcoming and constructive working culture where everyone is treated with respect and worth.

In conclusion, authenticity is a key positive leadership characteristic because it enables leaders to trust, inspire their team members, and create a positive workplace culture. Authentic leaders are self-aware, transparent, purpose-driven, empathetic, and passionate about their work.

(Center for Creative Leadership, 2020)

5   Leadership Styles

A leadership style refers to a leader’s methods and behaviours when directing, motivating, and managing others. A person’s leadership style also determines how they strategize and implement plans while accounting for the expectations of stakeholders and the well-being of their team.

 

Why It’s Important to Know Your Leadership Style

Knowing your leadership style helps you provide adequate guidance and feedback to employees, and better understand your thoughts, how you make decisions and strategies you can consider implementing when making business decisions.

 

It can also help you understand how your direct reports see you and why they may give you specific feedback. For example, if employees feel stifled at work and don’t have many opportunities to speak their minds, they may be telling you that you’re an autocratic leader who can benefit from changing their style.

 

Following are the most common styles below.

 

Democratic Leadership

Autocratic Leadership

Laissez-Faire Leadership

Strategic Leadership

Transformational Leadership

Transactional Leadership

Coaching Leadership

Bureaucratic Leadership

Visionary Leadership

Pacesetting Leadership

Situational Leadership

 

Types of leadership styles infographic

 

  1. Democratic Leadership

Also called: Participative or Facilitative Leadership

Democratic leadership is exactly what it sounds like — the leader makes decisions based on each team member’s input. Although a leader makes the final call, each employee has an equal say in a project’s direction.

 

Why this leadership style works for businesses:

 

This leadership style resembles how leaders often make decisions in company board meetings.

 

For example, a democratic leader might give the team a few decision-related options in a company board meeting. They could then open a discussion about each option. After a discussion, this leader might consider the board’s thoughts and feedback, or they might open this decision up to a vote.

 

Why this leadership style is good for the team:

 

The democratic leadership style is one of the most effective because it encourages everyone to participate in all processes, share their opinions, and know that you will hear them. It also encourages employees to be engaged because they know you will hear their feedback.

 

Team members feeling like they have space to participate can also increase employee empowerment, motivation, and participation.

 

Potential challenges for leaders with a Democratic style:

 

Reaching a consensus can take considerable time, resources, and communication with a democratic style. It can also impact decision-making because some team members may not have the right expertise to make critical decisions.

 

Featured resources:

 

How to be a good leader

Tips for remote leadership

 

  1. Autocratic Leadership

Also called: Authoritarian, Coercive, or Commanding Leadership

Autocratic leadership is the inverse of democratic leadership. In this leadership style, the leader makes decisions without taking input from anyone who reports to them.

 

This style is most useful when a business needs to control specific situations, not as a standalone leadership style.

 

Why this leadership style works for businesses:

 

Autocratic leaders carry out strategies and directives with absolute focus. So, when a situation calls for it, an authoritative leader can make a quick best-fit decision for a business without needing to get additional input (helpful on a case-by-case basis).

 

Why this leadership style is good for the team:

 

This type of leadership is most effective when a company makes difficult decisions that don’t benefit from additional input from others who aren’t fully knowledgeable on the subject. Responsible parties can make a decision and give employees a clear sense of direction, and it can also make up for a lack of experience on a team.

 

Potential challenges for leaders with an Autocratic style:

 

Most organizations can’t sustain such a hegemonic culture without losing employees, which can significantly lower morale and creative problem-solving.

 

An example of authoritative leadership gone bad could be when a manager changes the hours of work shifts for employees without consulting anyone.

 

Other challenges with autocratic leaders include:

 

Intimidation

Micromanagement

Over-reliance on a single leader

Different leadership styles favor different traits, with the most popular shown in this employee survey graphic.

 

  1. Laissez-Faire Leadership

Also called: Delegative or Hands-off Leadership

If you remember your high-school French, you’ll accurately assume that laissez-faire leadership is the least intrusive form of leadership. The French term “laissez-faire” literally translates to “let them do.”

 

Leaders who embrace it give nearly all authority to their employees and don’t often interject unless the situation calls for it.

 

Why this leadership style works for businesses:

 

Laissez-faire leaders make employees accountable for their work. This gives many employees an incentive to do their best work.

 

This type of leader often creates a more relaxed company culture. This makes it a good model for creative businesses like ad agencies or product design. It’s also a good fit for a business with a highly-skilled team.

 

Why this leadership style is good for the team:

 

In a young startup, for example, you might see a laissez-faire company founder who makes no major office policies around work hours or deadlines.They might put complete trust in their employees while they focus on the overall workings of running the company.

 

Because of this high level of trust, employees working for laissez-faire leaders feel valued. They get the information they need and use their resources and experience to meet business goals.

 

Potential challenges for leaders with a Laissez-Faire style:

 

Although laissez-faire leadership can empower employees by trusting them to work however they’d like, there are downsides. It can limit team development and pose a challenge for new or inexperienced employees who would benefit from guidance as they get ramped up. Roles and responsibilities can also become unclear, and it can build a culture of working in silos where people might work autonomously rather than as a cohesive group.

 

This style can lead to overlooking critical company growth and learning opportunities, so keeping this leadership style in check is important.

 

  1. Strategic Leadership

Strategic leaders sit between a company’s primary operations and its growth opportunities. This form of leadership requires vision, competitive awareness, and adaptability.

 

These leaders accept the burden of executive interests but also ensure that working conditions are stable for everyone else.

 

 

Why this leadership style works for businesses:

 

Strategic leaders tie plans for growth and strategy to how they manage a team. They ask questions, develop and execute strategies, and consider future growth. This approach supports popular business goals like:

 

Accountability

Productivity

Collaboration

Transparency

Why this leadership style is good for the team:

 

This is a desirable leadership style in many companies because strategic thinking supports many types of employees at once.

 

Strategic thinking supports many employees at once, so it’s a desirable style for many companies. It encourages visualization, planning, and making the most of existing resources, and it can motivate employees.

 

Potential challenges for leaders with a strategic leadership style:

 

Leaders who work strategically might take on too much and risk thinking too far into the future of possibilities while missing critical present-day issues. It’s important to learn how to delegate with this leadership style and share the weight of decision-making.

 

Compromise, communication skills, and consistent outreach are also essential.

 

Featured resources:

 

Crafting a team vision

Strategic planning

Developing leadership skills

  1. Transformational Leadership

Transformational leaders gain the trust and confidence of their teams, encourage team members, and lead employees toward meeting company goals.

 

Transformational leadership also always improves upon the company’s conventions and motivates employees to grow and further develop their skills.

 

Why this leadership style works for businesses:

 

Transformational leaders can inspire their teams to think in new ways. This can help companies update business processes to improve productivity and profitability. It can also help with employee satisfaction, morale, and motivation.

 

Why this leadership style is good for the team:

 

This is a highly encouraging form of leadership where employees are supported and encouraged to see what they’re capable of.

 

When starting a job with this type of leader, all employees might get a list of goals to reach and deadlines for reaching them. The goals might begin quite simple, but as employees grow and meet their goals, leaders will give them more tasks and challenges to conquer as they grow with the company.

 

Potential challenges for leaders with a Transformational style:

 

Transformational leaders can lose sight of everyone’s individual learning curves in place of the company’s goals. Employee burnout can also become an issue, so it’s important to work with your team to update benchmarks.

 

Featured resources:

 

Transformational leadership

  1. Transactional Leadership

Transactional leadership is based on reward and punishment, and these managers tell employees they can expect rewards if a goal is met. A transactional leader may require more 1:1s or check-ins if people aren’t meeting goals.

 

This leadership style also assumes that teams need structure and monitoring to meet business goals and that they are reward-motivated.

 

Why this leadership style works for businesses:

 

This style is popular in enterprise companies as it focuses on results, existing structures, and set systems of rewards or penalties. This leadership style also recognizes and rewards commitment.

 

Why this leadership style is good for the team:

 

Transactional leaders can offer helpful clarity and structure of expectations, which can help employees feel safe because they understand expectations. Employees also have a clear view of what they get in return for meeting business goals.

 

Potential challenges for leaders with a transactional style:

 

This style is more about using rewards to motivate and less about building relationships with employees, coaching, and developing team morale. Keeping a diverse team engaged can be hard if only some are reward-motivated, and it can lead to low creativity and fear of punishment.

 

  1. Coaching Leadership

Also called: Conscious Leadership

A coaching leader focuses on identifying and nurturing the individual strengths of each member of the team and developing strategies that will enable teams to work better together.

 

This style is similar to strategic and democratic leadership, but it emphasizes individual employees’ success.

 

 

A manager with this leadership style might help employees improve on their strengths by:

 

Giving them new tasks to try

Offering guidance

Meeting to discuss constructive feedback

They might also encourage one or more team members to expand on their strengths by learning new skills from other teammates.

 

Why this leadership style works for businesses:

 

Coaching leaders actively support skill development and independent problem-solving. They meet ambitious business goals by creating a strong company culture and add to a business’s long-term vision as valuable mentors, often even after leaving a company.

 

Why this leadership style is good for the team:

 

This leadership style can motivate employees as they feel supported on the team. It recognizes that each employee is unique and can build diverse and exciting teams where each employee offers something different.

 

This leader focuses on high performance, with employees that can communicate well and embrace unique skill sets to get work done.

 

Potential challenges for leaders with a coaching style:

 

It can take a lot of time to develop employees with a coaching style, but mentoring isn’t effective for every employee.

 

  1. Bureaucratic Leadership

Bureaucratic leaders follow the rules. Unlike autocratic leadership, they might listen and consider the input of employees, but they might reject input that doesn’t align with company policy or past practices.

 

Why this leadership style works for businesses:

 

This style works best for larger, older, or traditional companies that are successful in their current processes. This leadership style works for these businesses because they want to maintain existing business models and processes because their current strategies are successful, and trying something new that doesn’t work could waste time and resources.

 

Why this leadership style is good for the team:

 

This leadership style can be challenging for some, but it has many benefits. It lowers the risk of favoritism and replaces it with central duties, job security, and predictability.

 

This clear and efficient leadership style can lead to high levels of creativity for some employees.

 

Potential challenges for leaders with a bureaucratic leadership style:

 

Employees might not feel as controlled as autocratic leadership, but there can be a lack of freedom in how much people can do in their roles. This approach can shut down innovation and is not the right fit for companies chasing ambitious goals and quick growth.

 

  1. Visionary Leadership

Also called: Affiliative Leadership

Visionary leadership focuses on future and long-term goals. This type of leader encourages collaboration, emotional intelligence, and teamwork.

 

 

Why this leadership style works for businesses:

 

Visionary leaders can create a clear plan for employees to follow and execute. They are powerful and persuasive communicators, which helps them energize teams toward impactful business growth.

 

As the focus is on future growth, visionary leaders can forecast potential roadblocks and outline action plans, giving employees increased confidence during uncertainty or challenging times.

 

Why this leadership style is good for the team:

 

Teams can do more and enjoy their work more if they have a vision to work toward. This type of leader offers vision statements and other tools to inspire and motivate teams to engage at work.

 

Potential challenges for leaders with a visionary style:

 

Visionary leaders can skip over day-to-day issues to focus on long-term ideas, missing roadblocks that could build up and cause problems in the future. Another common challenge is hyper-focus on a single goal, which can impact consideration for other ideas that may be just as valuable to the business.

 

 

  1. Pacesetting Leadership

A pacesetting leader sets ambitious standards and expects employees to meet those goals in the exact manner they’ve laid out. These leaders expect productivity and high-quality outputs from employees, and they may step in to ensure things are done correctly and on time.

 

Why this leadership style works for businesses:

 

This type of leader sets ambitious goals with a clear and focused effort, so employees know exactly what is expected of them. For example, pacesetting sales leaders set and exceed ambitious quarterly sales cadences.

 

These leaders might also work alongside their team and push performance, boosting team morale.

 

Why this leadership style is good for the team:

 

Skilled and experienced teams often thrive under this kind of leader. They use the abilities of motivated and competent team members and make meeting goals feel urgent and exciting.

 

It can also be gratifying for team members to see their leader working hard alongside them.

 

Potential challenges for leaders with a pacesetting style:

 

Pacesetting leaders can sometimes create a high-stress workplace environment if goals are unrealistic, which can overwhelm and demotivate teams. This can impact engagement and lead to burnout, where people struggle to meet goals and perform as expected.

 

Focusing on goals can also stifle creativity and diversity of thought, so employees don’t feel they can use their expertise to suggest alternative goals or strategies.

 

  1. Situational Leadership

Situational leaders change their management style to meet the needs of the situation or team. This leadership style is proactive and recognizes that change is the only constant.

 

Why this leadership style works for businesses:

 

This leadership approach can motivate employees and ensure that people aren’t stuck working in a way that doesn’t make sense for the situation.

It’s also valuable for startups or businesses requiring frequent changes and flexible talent and support.

 

Why this leadership style is good for the team:

 

Situational leaders are great communicators and use team feedback to make decisions. They also analyse market changes and can quickly evaluate and update processes to ensure success. This can create strong relationships and help employees see and feel their value to the business.

 

Potential challenges for leaders with a situational style:

 

Leaders need a high level of expertise in all business processes and functions to make decisions, and they must be able to pivot quickly. It’s important to remember long-term goals and meet immediate needs; not every leader can do this effectively.

 

It can become confusing and stressful for teams if a leader’s approach changes too often, as they won’t know what to expect. (Becker 2022.)

 

5.1      CONCLUSION

 

For generations, traditional leaders have been celebrated for using their power to take charge, make decisions, tell others what to do, and determine who needs to know what.  These old notions of leadership are still practiced today and appear to have more in common with the lopsided power structures of royalties, moguls, and military-style command-and-control practices than they do with modern democratic societies and their organizations.

 

Yet, this idea of “traditional leadership” continues to be seen as the model for emerging leaders. And its destructive nature shows up in data all over the world. Cultural revolutions like the #MeToo movement and Black Lives Matter are revealing a new generation of modern leaders who don’t see leadership as something that establishes and protects power. They want power to be shared as a means of enabling change for all.

 

This democratization of leadership is rapidly gaining momentum, and few leaders and companies are prepared for it. The rise of modern leaders appears to be tied to company culture. In fact, of the 17% of today’s modern leaders, 81% of them work in organizations where all employees view themselves as leaders.

 

The percentage of modern leaders in the world is small but growing. (Strurt 2021.)

 

REFRENCE

Baldoni J. 2009 https://hbr.org/2009/09/humility-as-a-leadership-trait

 

Becker B 2022  https://blog.hubspot.com/marketing/leadership-stylesFERENCES

 

Sturt D. 2021 https://www.forbes.com/sites/davidhsturt/2021/03/23/do-you-have-what-it-takes-to-be-a-modern-leader/?sh=36a08f902515

 

Treasurer B. 2023 https://www.eonetwork.org/octane-magazine/special-features/courageisthekeytogreatleadership2023

 

Compassionate Leadership – Swirling Leaf Press

 

Leading the Modern Organization: 6 Skills Leaders Need (trainingindustry.com)

 

How to Build High Performing Teams (10 Best Ways) (proprofsproject.com)

 

Establishing Credibility – Inspiring Trust in Others (mindtools.com)

 

7 Identified Behaviors To Become A Reliable Leader In 2023 (bestdiplomats.org)

 

https://www.ccl.org/articles/leading-effectively-articles/authenticity-1-idea-3-facts-5-tips/

 

 

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