Introduction

Modern organizations are dealing and coping with an increasing complex environment.  This complexity cannot be mastered anymore in the traditional ways. Analytical, causal decision-making, leading top-down, order and control are increasingly substituted by a systemic, intuitive and subsidiary leadership approach. The role of the modern leader has changed and continues to change and grow with the challenges of this complexity.

For us, leadership is based on the capacity to foster Personal, Social, Organizational and Future Awareness (see description below). We support this ongoing process through Leadership coaching sessions, Team of leaders’ workshops, Organizational Backbone process.

For us Modern Leadership is based on the following:

1. Personal Awareness

is to know ourselves on a deeper level. The way we define it contains three aspects that are highly relevant for leaders:

I. Self Awareness

is the awareness and knowing about ourselves; and continuously exploring and understanding ourselves better. Only with Self Awareness can we act authentically based on what matters to us.

II. Self Management

basically means to be able to handle and manage ourselves. When Self Awareness allows us to know ourselves, it is self management that allows us to effectively control and direct ourselves toward the achievement of constructive objectives. It is the control over egotistic drives, allowing us to manage our impulses, desires and needs in any given situation.

III. Moral Inner Compass

means we have a well developed sense of what is ethically and morally right or wrong and the willingness to act accordingly. As leaders we carry great responsibility in what we do; for the business, for the employees, for our self and for society. Acting responsibly especially under difficult conditions is a challenge. We need to have developed a solid moral inner compass to stay on track.

A (moral) inner compass in the midst of a battle can get lost. Every now and then we need to step back and check if we are still aligned with it and of course if it is pointing in the right direction. We need to stop and calibrate from time to time.

2. Social Awareness (People)

Social or people awareness is a combination of understanding social situations and having the social skills and drive to respond to them appropriately. Looking in more detail, four sequential components need to be in place to form social awareness.

  1. Consciousness about the social situation – people interactions
  2. Understanding of the social dynamics unrolling
  3. Possessing the necessary social skills to respond appropriately
  4. Motivation to act accordingly

3. Organizational Awareness

As leaders we can be highly effective in one organization and quite inefficient in another. How is this possible? It has to do with the context, with the culture of the organization. Our way of leading needs to correspond to the culture of the organization. We call it Cultural Matching.

The ability to understand the culture of an organization, its context and to act accordingly; allowing us to adjust our leadership skills and become fully effective in our operations. Organizational Awareness is the ability to capture and acknowledge the explicit and implicit organizational culture, its context and act accordingly.

4. Future Awareness (Vision)

As leaders we require a direction, a goal, a vision towards which we propel ourselves and our surrounding. It is a leader’s key responsibility to foster the creation of a vision, to live a vision or bring one to life. As leaders our intention is to inspire and lead an organization and its members in the direction we envision its best future potential to be. It is our Social Awareness that enables us to get people on board developing a vision or buying into a vision we stand for.

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Leadership Development by bridging positions (J. Geuder, V. Piattelli) is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 Unported License..