Sie werden mit Feedback zu veralteten Führungspraktiken konfrontiert. Wie können Sie Ihren Ansatz revolutionieren?

Change can be challenging because the status quo is comfortable. But part of being an exceptional leader is adopting a growth mindset. It’s critical to understand that leadership is an evolving field, and that best practices frequently shift. For example, you may want to employ a more decentralized management style, where you include your teams in the decision making process. This allows for more employee buy in and increased belonging. There are always new ways for you to innovate on the way you lead, you just have to be willing to learn and grow.

Facing feedback on outdated leadership practices? Embrace change as the first step. View the feedback as an invitation to grow, not a personal attack. Start by re-evaluating your current methods against modern leadership trends. Are you fostering two-way communication and inclusivity? Adapting to change involves being open to new ideas and letting go of practices that no longer benefit your team or organization. My experience showed that regular team check-ins significantly improved morale and productivity, proving the value of continual adaptation.

Revolutionize your leadership by embracing modern practices like empathy, transparency, and inclusivity. Foster a culture of collaboration and continuous learning. Seek feedback and act on it promptly. Empower teams with autonomy and support. Embrace technology for efficiency and communication. Lead by example with integrity and adaptability. Continuous improvement and openness to change will redefine your leadership approach effectively.

I don't think it's about changing your approach; because you shouldn't have an approach. You should be neutral and utilise empathy. If you have an approach then you're already bias and not able to approach change yourself - so you can't accuse someone of the same thing. Take time to hear the leadership; they're not bad people but they are human, like we all are, and you may need to guide them into empathy. To use their existing skills but to recognise that learning from their people could be genuinely beneficial to the business and could even be the secret to success for all.

Commit to ongoing professional development by attending leadership workshops, reading current literature, and participating in webinars.

Ask three questions: 1) is this feedback true? If so, 2) is any action needed? And, if yes, 3) what does your talent strategy compel you to do? First, hearing that your practices are outdated doesn't mean they are. How humans develop hasn't changed over centuries: 70/20/10 works! Second, even if the feedback is true, having outdated practices may be better than discontinuing them whatsoever while you may need to prioritize time & effort investment elsewhere. Finally, look at your talent strategy and see how leadership development fits into the integrated solution to inform your actions.

There are so many trainings and workshops that can help you to update your leadership style. LinkedIn Learning offers a variety of options, as does SHRM and other leadership institutes. Seek out topics that are relevant to your teams, learn the skills, and then practice them.

When faced with feedback on outdated leadership practices, it's crucial to acknowledge the need for change and actively seek insights from your team and industry peers. Ask them what they believe modern leadership should entail, such as more collaborative decision-making processes, transparency in communication, or a more flexible work environment. By gathering diverse perspectives, you gain a clearer picture of necessary updates and increase buy-in for any changes you implement. This approach helped me foster a more inclusive and adaptive leadership style, benefiting both team morale and productivity.

Schedule consistent one-on-one and group feedback sessions to understand your team’s needs and perceptions. Use this information to adjust your leadership style and address any concerns promptly.

Participe de cursos, workshops e programas de desenvolvimento de liderança. Mantenha-se atualizado com as últimas tendências e práticas em liderança. O desenvolvimento contínuo aprimora suas habilidades e demonstra um compromisso com a melhoria constante.

Leadership is an ongoing journey and a growth mindset is important. If you follow fixed goals you may struggle as the environment changes around you. Attend leadership development courses to expand your skills, join networks with other leaders to share knowledge and provide/receive support.

Although I agree that leadership development is an ongoing process, I do think that people overcomplicate things. There is always some 'new' methodology, which is actually just a re-branding of words or thinking. E.g VUCA is now BANI (same same). What is most important, in my opinion, and what most leaders don't get right are the basics! Basics of communication, kindness, active listening, delegation, how to hold and effective meeting etc. Focus on the foundations, get them right and be CONSISTENT - guaranteed, you won't need new courses and you'll be better than 99% of other leaders out there.

Utilize online courses and webinars from reputable platforms to stay updated on the latest leadership trends and techniques. These resources are often flexible, allowing you to learn at your own pace.

Leadership is truly not a destination but an active practice. Leadershiping (doing leadership) requires ongoing learning and refinement. The best and necessary practices of leadership are directly impacted by a changing world and the people within it. What is needed, how is provided, and ultimately received by others is constantly changing. What you’ve done before may have worked great in the past or a different situation. But as the world changes we must evolve ourselves as leaders within it which means seeing leadership as something we must always be practicing, reviewing, learning, and improving. If you were trained more than 5 years ago, you need an update and coaching!

In today's dynamic work environment, it's crucial to revolutionize outdated leadership practices. One key to modernizing your approach is committing to continuous learning. This can involve attending workshops, reading the latest books on leadership, or pursuing formal education such as an MBA or leadership certificate. By staying informed about new theories and practices, you'll understand what's effective now and how to apply it to your leadership style. From my experience, engaging in these activities not only enhances your skills but also keeps you adaptable and innovative in an ever-changing landscape.

Faced with feedback on outdated leadership practices, it's time to revolutionize your approach. With new insights in hand, innovate boldly by experimenting with unconventional techniques. Consider implementing a rotating leadership structure or introducing 'hack days,' where your team can work on projects outside their usual remit. I found that creating a safe space where innovation is encouraged and failure is seen as a learning opportunity significantly boosts team creativity and morale. These methods can transform feedback into actionable strategies that drive meaningful change.

Aprimore suas habilidades de inteligência emocional, como empatia, autoconsciência e regulação emocional. A inteligência emocional é crucial para liderar de forma eficaz, especialmente em tempos de mudança e incerteza.

Inovação é uma importante aliada na gestão de pessoas. É preciso testar novas metodologias e técnicas, depois de ter recebido feedbacks e aprendido mais sobre esses conceitos tecnicamente, porque não colocá-los a prova? Se seu ambiente for seguro, isso poderá ser mencionado ao time e dividido com eles, para que todos estejam na mesma página de novos acordos.

To revolutionize outdated leadership practices, fostering engagement is crucial. Creating an environment where your team feels valued and heard can make a significant difference. Encourage open dialogue, acknowledge achievements, and provide opportunities for professional growth. In my experience, promoting open dialogue has been particularly helpful. When your team is engaged, they are more likely to support changes in leadership practices and contribute positively to the transformation process. This inclusive approach ensures a smoother transition and more sustainable success.

A key element of fostering engagement is the building of trust in the the culture and relationships we build. Creating environments where people feel they are seen, heard and valued is critical in healthy engagement.

Promover engajamento é uma tarefa crucial na liderança. O engajamento é percebido através de atitudes e não somente de falas. Liderar pela confiança e pelo exemplo sempre serão bons engajadores, ao passo que o ambiente ficará mais leve e produtivo.

Vou insistir de que precisa ser genuíno, engajar é estar próximo, promover momentos de trocas, ser apoio, criar veículos de confiança, ter atitudes de quem quer somar e não procurar apenas erros e culpados. Assuma sua vulnerabilidade, mostre sua humanidade e naturalize esses conceitos para que os liderados encontrem em você a inspiração necessária para que o engajamento flua.

Facing feedback on outdated leadership practices can be challenging, but it's a crucial step toward growth. To revolutionize your approach, start by embracing continuous reflection. Set aside regular time to evaluate what's working and what needs improvement. This isn't just about personal introspection but also actively seeking feedback from your team on the effectiveness of new strategies. Through this ongoing process, you can fine-tune your methods and ensure your leadership style remains relevant and effective. In my experience, this practice has been invaluable in fostering a culture of continuous improvement and adaptability.

It is very useful to regularly reflect to ensure what we do is relevant. Regularly de-briefs, strategic check ins and consultation and communication with your teams is important. On the latter point, it is worth remembering that communication channels should be two way.

Facing feedback on outdated leadership practices? Revolutionize your approach by incorporating regular reflection. Take time to assess what's working and what's not, and seek feedback from your team on new strategies. To truly transform, adopt a human-centric approach by identifying and leveraging the unique strengths of your team members. This method not only revitalizes your leadership style but also shapes a more dynamic and effective working environment, setting the stage for a successful future. Explore how understanding each individual's strengths can pave the way for a brighter, more collaborative workplace.

Leadership is about revolution. If a leader is not evolving from time to time then he or she is not a leader but just a manager. Some quick points to keeping mind: ➡️ Be open to all kinds of feedback ➡️ Have a third person opinion on the feedback and act accordingly but immediately ➡️ Constantly upgrade your knowledge by reading books & articles, attending various workshops and working with a life coach ➡️ Improvise and adapt constantly

Esteja preparado para se adaptar rapidamente às mudanças no ambiente de negócios e na dinâmica da equipe. A flexibilidade e a capacidade de ajuste são essenciais para uma liderança moderna e eficaz.

Here are 4 actions to help you improve outdated leadership development practices. 1. Check with your senior leadership team to see if they have a clear vision. If they don’t, you need to start with them to get their vision. 2. Align your business unit approach with the approved corporate vision. 3. Stay close to your clients and other stakeholders to seek their feedback and nail down their needs. 4. Review the best practices in your industry from internal and external perspectives. You may need to visit research centers, leadership development flagships, top-tier university research centers that are recognized for their distinguished work on leadership, and meet with local and global leaders who have illustrious leadership experience.

In an increasingly global world that is rapidly changing, agility is a powerful leadership and organisational strength. In order to achieve that we have to prioritise cognitive diversity as part of our inclusion strategy.

Keep ego in check. 'Ego' for high performers during the early to middle stages of their career can sometimes help drive personal performance and ambition. However, it is frequently left unchecked. What happens next is many leaders continue with this ego and believe their methods and processes are the best or only way to achieve results, since they have been successful in the past. This inherently sets up the leader to fail and, time and time again, is a large factor in not securing top-level positions. Those with high levels of ego are seen as abrasive, unchanging, and disruptive to company culture. The top executives I have spoken to have confidence in their ability, yet are continually self-reflective and seeking feedback