In my role as a leader, humility shapes my approach, and I don’t think that I have all the answers. I have a huge thirst for learning, and I know that I can learn something from anybody, so it’s not about me, it’s about us. Embracing inclusivity defines my leadership style, manifesting in strategies and visions carefully woven with input from stakeholders and team members alike. This collaborative synergy ensures that perspectives are valued and integrated, nurturing a cohesive and dynamic collective vision.
Managerial experience
The higher up you are in an organisation, the more important vision and creativity become, but you still must have the skills required to manage and lead well. Some young entrepreneurs start with the vision and creativity and then develop their management skills as they scale their companies; others start with management skills and develop their creative vision as they climb up the ladder. Just like great musicians, all great managers have both creativity and technical skills. And no manager at any level can expect to succeed without the skill set of an organisational engineer.
““Knowledge is having the right answers. Intelligence is asking the right questions. Wisdom is knowing when to ask the right questions.” ”
Dear manager's
When framing employee performance issues, it can be helpful for managers to analyse the root cause by considering whether the problem is related to skill (lack of expertise), will (lack the motivation), or hill (difficulty of task). I think by identifying whether the issue is rooted in skill, will, or hill, managers can tailor their approach to address the specific challenges employees are facing. This analytical framework helps in developing targeted solutions, fostering a more effective and supportive work environment. Also, it enables managers to provide constructive feedback and guidance that is aligned with the nature of the problem at hand.
Leading with wisdom
Average leaders are effective at accomplishing tasks, while exceptional leaders excel in establishing environments conducive to others' success. I think that average leaders focus on solving immediate issues, whereas exceptional leaders concentrate on fostering growth as they bear the responsibility of cultivating a culture that empowers individuals to contribute their best. It's amazing how productivity, morale, and mutual respect increase when team members hold each other in high regard, and this contributes to stronger interpersonal relationships. Wise leadership derives from the pursuit of diverse perspectives, embracing open listening without defensiveness, and leveraging knowledge for the collective benefit rather than personal gain. What type of leader are you?
All that glitters is not gold
Optimism is essential to achievement and it’s also the foundation of courage and true progress. I think optimism can be a powerful driving force that motivates individuals and leaders to take risks, overcome challenges, and work toward their objectives. While optimism is crucial, leaders must also be grounded in facts and reality. Blind optimism without considering the practical aspects and potential obstacles can lead to poor decision-making. As an authentic leader it’s important to remember to balance this optimism with facts and reality.
““Knowledge is having the right answers.
Intelligence is asking the right questions.
Wisdom is knowing when to ask the right questions.””
Articulate a perspective
Leadership is fundamentally about serving others, fostering trust and loyalty through a commitment to the greater good. I think the true essence of leadership lies in service, self-discovery, and self-esteem. And in my experience I have found that effective leaders begin with a deep understanding of themselves, recognising their strengths, weaknesses, values, and beliefs. Healthy self-esteem also plays a vital role, bolstering a leader's confidence and ability to inspire and motivate others. Therefore, understanding oneself by mastering one's own thoughts and actions is essential and ultimately leads to an effective and influential leadership style which benefits both executives and organisations.
Responding with dignity
I recently attended a leadership lecture at Copenhagen University, and said, "You cannot have imagination free decision making" as it suggests that decision-making and imagination are not independent of each other. I think imagination often plays a role in decision-making, as it allows individuals to envision different scenarios, possibilities, and outcomes related to a decision. However, it's important to note that while imagination can influence decision-making, individuals still have the capacity to make decisions that are not solely dictated by their imagination. The lecturer pushed back with “Decision-making can also be guided by rationality, logic, past experiences, and external factors, depending on the context and the specific decision at hand. So, while imagination can be a valuable tool in the decision-making process, it does not necessarily restrict or eliminate the possibility of free decision-making.” I guess we were both right…
Taking risks
Effective communication is crucial for leaders as it enables them to convey their vision, goals, and expectations clearly while also actively listening to their team. Leaders who consistently champion creativity foster innovative thinking and problem-solving among their team members, thereby nurturing trust and reliability within the group. In addition to this, a crucial leadership skill involves the adept management and resolution of conflicts within the team. I think understanding and respecting diverse cultures and perspectives is also important, especially in diverse teams or global organisations.
Follow the leader
In my experience good leaders know the value in wanting others to shine more than they do, and they do what they can to put their team in a position to win. Strong leaders inspire their teams with a clear vision for the future and aligns everyone’s efforts towards the common purpose through meaningful communication. I think effective leaders are the ones who delegate tasks and responsibilities, trusting team members to carry out their duties. Empowering them and providing guidance takes courage and team members usually reward these leaders with loyalty. It’s always good to know that leadership is not a “one size fits all” concept, different situations may require different leadership styles.
Be present
Sometimes the best way to support and help others is to give your undivided attention, reading the room and balancing one’s contributions to ensure a value exchange that benefits all. I think that when you are waiting for a pause so that you can speak, you are not truly listening, and the most important part of listening is the ability to hear the unsaid. Everyone you meet knows more about something than you do, therefore, the goal is to leave people better than when you found them, and show you care more about the people around you.
Easier said than done
Do you know when to speak and when to listen?
I think when given a choice of being clever or kind, being kind is right choice all the time. The Open University’s Dr Jacqueline Baxter makes the case for a quieter approach to leadership in collaboration with BBC Ideas, the 3 minute video is about balancing ambition with value.
““True leadership is not about proclaiming your own greatness. It’s about enabling others to find purpose, meaning and the capacity for greatness in themselves.””
Lead the way
We all want to work for leaders who genuinely value our well-being, and I think that leaders can demonstrate this genuine concern through the following actions:
1. Listen
2. Respect
3. Trust
4. Solve problems collaboratively
5. Recognise achievement
6. Provide touch points
7. Give corrective and positive feedback
8. Show vulnerability
9. Seek input
10. Provide mentoring and coaching
““Give recognition where it is due. Compliments definitely stimulate more effort and desire to improve. Be generous with honest praising.””
Just be kind
There are far too many people in society who see kindness as a weakness. From my perspective by actively working to improve the lives of others, individuals can contribute to the overall well-being of their communities and promote a more equitable and just society. There are many ethical and philosophical frameworks which highlight the importance of contributing to the betterment of society and helping those who may be less fortunate or facing challenges. However, it's important to note that perspectives on what constitutes a "good life" and the extent of one's responsibility to help others can vary widely based on cultural, ethical, and personal beliefs. Some individuals might prioritise personal well-being and self-improvement, while others might place a stronger emphasis on collective well-being and community support. I think that ultimately, the idea of a responsibility to help others achieve a good life is a complex and nuanced topic that can lead to discussions about ethics, social justice, and the role of individuals within society. Send me an e-mail and let me know what do you think?
““The three C’s of leadership are consideration, caring and courtesy. Be polite to everyone.” ”
Smiling is leadership
I think that we need to look out for the three clever stories that makes us move to silence or violence:
“It’s not my fault.”- Victim
“It’s all my fault.”- Villain
“And there’s nothing else I can do.” - Helplessnes
““There are two very powerful things which are always underestimated, silence and smiles. A smile can solve many
problems, and silence can help avoid many problems.””
Leadership traits
I think leaders lead with…
Character
Confidence
Certainty
Communication
Conviction
Collaboration
Capabilities
Provocative and effective new messages
Yesterday, I attended the Presidents Summit in Copenhagen where many industry leading experts shared their knowledge on leadership, organisational change, and growth. Here are some of the most actionable insights from the speakers:
· Rasmus Bagger – “What we do, we will master the most!”
· Dan Ariely – “What are the downsides of measuring without thinking?”
· George Mumford – “The keys to unlocking personal greatness are self-reflection, response control amidst adversity, and fostering a conductive success mindset.”
· Jen Sincero – “Why do we need data, facts, and proof before we trust our intuition?”
· Jay Abraham – “Risk vs. Yield: Look at your business differently as overlooked opportunities can be found from outside your industry. How will you mine, monetise, and maximise them?”
· Leslie K. John – “Interpersonal trust is declining, and loneliness is a chronic problem. What am I not sharing what I could be sharing?
· Stephen M. R. Covey – “We are moving away from the old leadership methods of command and control into a new era where leaders will trust and inspire to drive peak performance.”
It was great to see leaders and managers being challenged to look in the mirror when something isn’t going to plan in their organisation’s.
““The bottleneck is always at the top of the bottle.””
An influential SCARF
Every time we interact with someone, we are either meeting or depriving them of their social needs. The language and behaviour we use can either be uplifting and motivational or it will cause them to shut down and withdraw. In 2008, David Rock concluded in his neuroscience research paper "SCARF: A Brain-Based Model for Collaborating with and Influencing Others." The SCARF model introduced us to five key domains that impact people's behaviour and emotional responses in social situations.
Status – our relative importance to others.
Certainty – our ability to predict the future.
Autonomy – our sense of control over events.
Relatedness – how safe we feel with others.
Fairness – how fair we perceive the exchanges between people to be.
According to the SCARF model, these factors are considered to be fundamental to human motivation and can greatly influence how individuals perceive and react to different situations. I think the specific measurement of the SCARF model may be challenging, even though it provides a framework for understanding the important aspects that influence human behaviour and motivation.
Clarity 3 of 3
Do or should you care?
I think this question is crucial for individual employees and their engagement within an organisation. When leaders effectively communicate the organisation's purpose, values, and goals, employees will evaluate their alignment with these factors. Clarity in communication allows individuals to understand the impact of their work and whether it resonates with their own values and aspirations. When employees see the significance of their contributions, this fosters a sense of commitment, pride, and engagement within the organisation.
Clarity 2 of 3
What value does your organisation serve?
Identifying the value or purpose an organisation serves is closely tied to its mission. I think this involves recognising the impact the organisation has on its stakeholders, whether it's customers, clients, employees, or the broader community. Leaders should be able to clearly articulate the unique value proposition of the organisation and how it differentiates itself from competitors. This clarity helps employees understand the significance of their contributions and how they can create value through their work.
Clarity 1 of 3
Why does your organisation exist?
I think understanding the purpose and reason for an organisation's existence is essential for both leaders and employees. It also provides a sense of meaning and helps guide the decision-making process. By articulating the organisation's mission and vision, leaders can clarify the overall objective and communicate it to the entire team. This clarity allows individuals to understand how their work contributes to the larger picture and motivates them to strive towards shared goals.