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Autumn M.

@autumn_mm95

Leadership stories and how they constraint us

There is a strong link between the stories people tell about becoming leaders and their current leadership. Using only one lens could limit your ability.

Seeing yourself only as accepting, your identity may be tied to others' perceptions, and you may hold back unless you're "asked" to by others.
Your current lens may limit who you seek out as role models or leadership candidates. For example, if you have always been a leader, you may not recognise a leader with a different style.

Experiment with different origin stories. It can increase your adaptability.

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IDEA EXTRACTED FROM:

What’s Your Leadership Origin Story?

hbr.org

TOPICS IN THIS IDEA

Leadership

The Most In-Demand Skills in Digital Leadership

Leadership is a driving factor in the success of a business particularly in this age of digital. The pace of change means that today's leaders need to be reactive and proactive in the face of challenges. Find out 8 key traits of a successful digital leader.

digitalmarketinginstitute.com

Talent Spotting

Digital leaders don’t have to do everything themselves, but they must be able to spot the areas of their organization that need improving. Moreover, they need to be able to hire an...

Adaptability

Sudden changes in the industry can disrupt the status quo, potentially derailing the success of your organization. In these situations a leader must remain flexible and adaptable, ready to make the quick decisions that can keep the company on track with minimal negative impact.

Risk-Taking

Putting speed and innovation ahead of tried-and-tested business practices often makes leaders cautious. However, in a fast-changing world, the only strategy that is guaranteed to fail is not taking risks.

For a start-up, the risks can be even greater but innovation is impossible without risk. And if you can’t take risks, you may not be cut out to be a digital leader.

5 more ideas

Jane K.

@jan_jkk760

Stepping into a Leadership Role? Be Ready to Tell Your Story.

Hit the ground running with a thoughtful personal pitch.

hbr.org

How employees perceive leaders

Recent surveys have shown that employees can be grouped in two main categories, according to their perception of a new leader:

Warriors: they evaluate your knowledge...

Become more relatable as a new leader

Relationships with supervisors can be powerful motivators.

Enough personal information as to make yourself seem more relatable provided at an appropriate time might just be the key to a future successful career.

Make your leadership story successful

Introducing yourself as the new leader of a team can be pretty challenging, as people will want to know more about yourself as well as about your plans in regards to the future of the company.

Explain patiently why you chose this path and how you plan on improving the chosen department. Employees also appreciate it when you explain why your new position is integral to your story and, most important, how your direct reports play a critical role in that story.

Lila H.

@lila_vhh172

When Charismatic Leadership Goes Too Far

In most cases, charisma is a useful quality for CEOs. Many work hard to develop charismatic skills. Especially when an organization is asked to become more innovative and to perform beyond normal levels, having followers with an unusually strong belief in the leader and their vision increases the odds of success.

hbr.org

Qualities of Charismatic Leader

They are skilled at articulating a compelling vision that inspires followers.
They read the environment and sense the needs of followers to tailor a message that will hav...

From positive to negative

5 phases that take place as a leader’s charisma shifts from a positive to a negative quality:

The first phase is characterized by the subtle sense on the part of followers that the leader does not want to be questioned.
The second stage: sensing the leader's diminished appetite for being questioned or challenged, followers begin to self-censor, asking fewer questions and no longer playing devil's advocate.
The third stage: a negative cycle in which compliments and agreement cause leaders to become overconfident. Leaders in this stage create their own sense of reality and become resistant to evidence that they may be incorrect.
The fourth stage: Since the leader's views and actions are the only ones that matter, followers reduce their willingness to be proactive. They wait for directions and become passive. Decision making slows down.
The fifth stage is characterized by people continuing to follow and ostensibly do only what is necessary but with a deep diminishment in enthusiasm and spirit.

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