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Transforming Future Leadership Styles

Transforming Future Leadership Styles

While the Covid-19 pandemic is exacting its toll on business and the economy, forward-looking organisations are moving past crisis management and positioning themselves to leap ahead when the worst is over.

What should you and your organisation be doing now to address today’s challenges – the collapse of customer demand, significant regulatory modifications, supply chain interruptions, unemployment, economic recession, and increased uncertainty – while laying the foundation needed to recover, emerge stronger and thrive?

At OPG we understand how challenging it is leading and working in an environment where it is so difficult to anticipate events or predict how they will unfold. Where decision-making requires courage, self-awareness, and a willingness to make mistakes. All of us are already witnessing today how the post-pandemic world will fundamentally change the way we all work in the future. As a leader, you will most likely be confronted with the need to lead and manage those people who are working remotely, in globally dispersed teams or hybrid working.

“It takes courage and strength to be empathetic, and I’m very proudly an empathetic and compassionate leader. I am trying to chart a different path, and that will attract criticism but I can only be true to myself and the form of leadership I believe in…you can carve your own path, be your own kind of leader. We need to create a new generation of leadership.”
– Jacinda Ardern, Prime Minister of New Zealand

Now is the time to take stock of the capability and status of your organisation’s capacity for leading virtually. Increasing volatility, uncertainty, complexity, and ambiguity requires a new generation of leadership. Leadership styles honed in traditional bureaucracies fail in the virtual workplace, which requires a profoundly new leadership paradigm.

A leadership style driven by traits such as humility, compassion, inclusion, and transparency will be critical to engender organisational belonging. Prioritising the well-being of your people will encourage a culture of caring, openness and psychological safety throughout your organisation.

When your people see this behaviour displayed, they are more likely to feel supported and cared for and in turn be more innovative, more productive, and identify with your organisation. When they sense that their voices are heard and supported, they feel involved, committed, and exhibit ‘discretionary behaviour’ to drive your business forward.

Identification with an organisation helps ensure motivation, commitment, and productivity and creating such identification in a virtual space needs the full engagement of the organisation and its leaders.

A leadership survey by Mercuri Urval in 2014 amongst C-suite and senior-level executives revealed they are convinced that virtual leadership has become a business reality today – not a fad or trend – and in the future for their organisation with over 80% agreeing that:

  • Virtual teams are an important part of our organisation’s daily business (88%)
  • Virtual leadership skills will become one of the core competencies of a manager (85%)
  • Organisations which are able to use virtual leadership successfully will gain competitive advantages (81%).

Take a moment to see if you can confidently say ‘yes’ to the following:

  • Virtual teams are an important part of our organisation’s daily business (88%)
  • Virtual leadership skills will become one of the core competencies of a manager (85%)
  • Organisations which are able to use virtual leadership successfully will gain competitive advantages (81%).

Unable to do so? Then we have the solution.

At the OPG our leadership assessment goes beyond psychological analysis. We truly reveal an executive’s business acumen, leadership potential and motivation to succeed. We are here to help you develop and future-proof your leadership capacity.

Every organisation strives to achieve high performance. But only those that invest in objective assessment can truly understand the capability and potential of their leaders. Our feedback reports offer an unbiased and thorough understanding of a leader’s current capability and their potential. They can provide insights about your personality, style, motivation, values and your ‘dark side’ that impact how you show up in your job and work. But we do not stop there. We translate these personal insights into workplace action by integrating them with our leadership development and executive coaching programmes. This blended approach is highly effective in creating and supporting sustainable behaviour change.

Click here to find out more and contact us for an obligation-free chat.

 

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