Leaders need to strike a challenging balance – gaining efficiency from scale and systems, yet customizing approaches and strategies to recognize the unique traits of each individual they lead. Two principles from advances in learning approaches can help here. First, having relatively standardized options is a good start – providing leaders the ability to offer some choices to employees for training, development, benefits, career growth, etc. The second aspect that builds on this is coaching, which enables an individual to take universal principles or experiences and relate them to his/her specific circumstances – wrestling through how it applies for them. This process enables something that was standard, or more universal, to become highly customized and integrated into who that particular individual is and how they show up.
Are we on Leadership 2.0? 3.0? 17.0?
Leadership must evolve to embrace new dynamics, focusing on engagement and buy-in – creating dialogue, stirring up participation, and driving people to focused, purposeful action.
The “newest leadership” evolution brings seven new critical success factors, identified by Luke Iorio of iPEC, to the forefront.