Welche innovativen Change-Leadership-Modelle gibt es?

👀 adaptive leadership ≠ maintaining the status quo 👀 Adaptive leaders know change is complex and multifaceted, and it doesn't happen overnight! This approach is key for challenges without clear solutions. Why? It fosters a culture where innovation is born from trial & error teamwork. Strengths of this type of leadership: Acknowledging the human side of change: it can be unsettling and trigger resistance, conflict, and loss. Adaptive leaders excel in navigating these emotions (EMPATHY first, growth and solutions second).

Adaptação leva tempo. Quando um líder promove um ambiente seguro, as mudanças podem ser menos impactantes e conflituosas. Dar voz as dúvidas e angústias causadas pela mudança sempre é uma forma inteligente de preservar as equipes. Acredito que seja um modelo a ser praticado nos ambientes corporativos com mais frequência.

In my experience, transformational leadership is the leadership that has the most impact. It is built through exemplarity, because as leaders we are the mirror of our colleagues, consciously or unconsciously, all our actions and actions are scrutinized. This is why the leader must work on himself, be authentic in the face of what the environment imposes, have a communication style adapted to each situation.

Adaptive leadership is all about finding the right balance so that adaptivity is not at the cost of technical solutions. This is perhaps the most challenging form of leadership, as seldom we will come across org structures where it is ok to fail. Adaptive leadership takes a lot out of a leader and can cause burnouts. Such a leadership style becomes very difficult to practice in face of external challenges - for example recession in the industry leading to downsizing, regulatory changes, unforeseen global events and so on.

Creating a psychologically safe environment for teammates to thrive and be successful is the key. this can be done by providing free-form discussion forums, and opportunities for people to express their views, challenge the status quo, and accept when things fail. All the above need to be ensured with proper and defined vision and guidance so we dont lose the core values

This seems similar to positive psychology where you focus on strengths and implement measures to reinforce what’s strong rather than what’s wrong. High performing teams are generally those who have invested in building a culture of trust and ensuring each person is committed to achieving their personal and team objectives. They intentionally or unintentionally have psychological safety within their team as a result of open, honest communication… and this can only happen if leaders build an environment of appreciation.

Create a leadership model which serves your needs and is able to comprehend the challenges. - Get to know why change is required. - What value will that change drive - Create your own “Leadership Attitudes”, something which represent the sort of leaders you want to nurture. - Understand best practices but make sure you keep the reality check alive. Customisation and WHY are 2 key drivers of a successful change/ leadership process.

It involves creating a positive and inclusive work environment, fostering a culture of appreciation and recognition, and encouraging the development of strengths and talents. Appreciative leaders inspire and motivate their teams by emphasizing what is working well and encouraging continuous improvement and growth based on existing strengths. This approach helps to build a positive and resilient organizational culture that promotes engagement, creativity, and collaboration.

Distributed leadership is always present, yet often not noticed. When anyone, not just a designated "leader," says or does something that others "follow," that's leadership. Speak up, smile or frown, do something that's visible, or not do something we usually do.... Like all leadership, it can add or undercut value, and each of us needs to think carefully before we lead unintentionally.

What often gets missed while implementing Distributed Leadership model in an organization or in a team is Empowerment: Delegated Authority: Empower leaders at various levels by delegating authority and responsibility. This allows individuals or teams to make decisions relevant to their areas of expertise, fostering a sense of ownership.

Transformational leaders should be free from gender bias, and acknowledge their teams strength and help build capability to support organisational growth. Integrity and empathy should extend to all members of their team irrespective of personal differences and approach to problem solving.

Transformational leadership is most effective when the leader has experienced their own personal transformation. Those who have experienced personal transformation have truly learned what is required, how hard it will be, how much time it takes, and learned a lot about the personal challenges others will likely face. There’s a tremendous difference in studying about transformational leadership and leading yourself through a personal transformation. Knowing about it is not the same as living through it. To transform an organization, leaders must be able to motivate and inspire others to choose to transform themselves. Personal growth is the foundation for leadership development. Character development equals leadership development.

Troubled by the deplorable long-term care environment, loneliness, boredom, helplessness and untapped well of hope that Dr. Bill Thomas saw at a nursing home, he vowed to radically transform long-term care. Transformational leadership requires leaders that are forward looking, adaptive and agile. Dr Thomas provided direction, inspired, supported others to come along, and proactively enabled them to act. He focused on teaching the first followers thus creating a viable replication mechanism for bringing the Eden philosophy to other organizations and units. As a leader, Dr. Thomas competently influenced others, motivated, provided direction, built teams, managed change, and promoted the notion that one size does not fit all.

Transformational leadership can be a highly effective approach for nurturing high potentials. Leaders should consider adopting a leadership style that fosters "intrapreneurship" within organizations. Intraprenuers are individuals who demonstrate entrepreneurial traits and can become the powerhouses of companies. What distinguishes intrapreneurs is their proactive nature - they are the "doers" who translate vision into action, drive new initiatives, foster creativity and challenge the status quo. Through transformational leadership, leaders can empower individuals to contribute ideas and take ownership of their work. This in turn can enhance organizational agility and contribute towards the overall revenue and growth.

Ratan Tata, is an example of a transformational leader. Under his leadership, the Tata Group experienced significant growth and transformation. He demonstrated a clear vision for the organization, focusing on innovation, globalization, and social responsibility. His charismatic and inspirational leadership style inspired employees and stakeholders alike. He empowered his team and encouraged them to think creatively and take risks. One notable example of his transformational leadership is the launch of the Tata Nano, a low-cost car aimed at making transportation more affordable for the masses. Through his visionary leadership, he exemplified the qualities of a transformational leader, driving change and achieving remarkable success.

In my experience, the agile leadership model offers benefits for change management by promoting flexibility, adaptability, and collaboration. It enables quicker responses to change, encourages open communication, and fosters a culture of continuous improvement. Agile principles, such as iterative progress and customer feedback, can enhance the change process, making it more responsive to evolving needs and ensuring a smoother transition.

Innovative change leadership models embrace agility, collaboration and employee empowerment. Examples include the ADKAR model, emphasizing individual change readiness and the Kotter model, focusing on urgency and a holistic approach. By fostering a culture of adaptability and involving employees in the change process, these models pave the way for successful and sustainable organizational transformation.

Agile leadership is a leadership style that embraces flexibility, adaptability, and responsiveness in dynamic and rapidly changing environments. Agile leaders encourage collaboration, promote innovation, and empower their teams to make quick decisions and adapt to evolving circumstances. Elon Musk, the CEO of Tesla and SpaceX, is often considered an example of an agile leader. Musk's ability to pivot quickly, take calculated risks, and drive innovation in industries like electric vehicles and space exploration exemplify the characteristics of agile leadership.

In my experience, agility is the superpower leaders bring to the table in a post-Covid world that makes the difference between failure and success - and not just any success, but SUSTAINED success. We all know that when new tech goes live and the flip is switched, the natural instinct is to move on to the next thing. In this example, however, an agile leader doesn't look at "go-live" as a one and done, but as an agile software developer might, experimenting, assessing, and continuously improving and ultimately innovating for a brighter future. Agile leadership is a leader who remains ready for change, and inspires the same among others.

Projects are all about change. The Lean Integrated Project Delivery process covers most if not all of these leadership concepts. Lean IPD is collaborative and shares risk and reward with a strong respect for people at all levels across multiple organizations on a project. Lean is the best approach I have seen to get diverse groups to inspire themselves toward a common objective.

EXEMPLARY LEADERSHIP Change is talking about different or new way. And new way shall have the model. This is the first practice of exemplary leadership : Model the way. Leader creates standard if excellence and set if examples for others to follow. Inspired the Shared Vision :Leader breathes their life into the vision and get people to see the exciting future. Challenge the Process : Leader searchs for innovation way to change the status quo. Enable Others to Act : Leader strives to create an atmosphere to adapt with change. Encourage the Heart : Leader recognize progress, rewards result and celebrate achievement.

Every leadership model will fail if you don’t have full commitment from the leaders. Make sure they comprehend the opportunity and the challenges that will arise due to this adjustment. Anchor the fact that these models can really help to develop them and turn them into even greater leaders people will wish they could work for. I for example have two clients who I would definitely work for if I ever decided to go back to corporate. These people are truly inspirational and always looking to sharpen their leadership skills while being people with them.

As a coach and a consultant, I share the 4Cs of effective change leadership. Leaders who are skilled at building connections, are strong communicators (which includes listening), who excel at collaboration, and lead with compassion not only stand out, but are "non-threatening" to colleagues who are focused on advancement. They lead with influence vs. authority, which makes them so potent.