Leadership is about CHANGE!
Change is inevitable, but too often changes are made as a reaction to outer impulses, crisis, and demands. This is the bureaucracy’s way of meeting the challenges. The perspective is often rational, an automatic cultural response; defending already existing structures, all that we take for granted, without questioning the underlying premises. But in order to make change both proactive and sustainable, which is more important, Change Leadership or Change Management? How does Change Leadership differentiate from other types of leadership?
Which Path do you take for Change Management? Organizational Change is always difficult, and many organizations' ineffective change programs have the symptoms such as "change inertia," or “change fatigue,” etc. Change is inevitable and needed in every business. The successful businesses are the ones that have learned HOW to implement change time after time after time, and build it as a solid business capability. Change Management requires a plan and strategy as well, can you take a shortcut, is there any ideal route for the change, and how to improve the success rate of Change Management?
The Future-Driven Leadership: The substance of leadership never changes, it’s all about making the positive influence, and providing direction, both for oneself and others. Leadership is about CHANGE. It is a basic human ability to inspire self and others to look beyond limitations and make continuous improvement. This ability becomes a capability if we constantly nurture our basic human instincts of HUMILITY, CURIOSITY, and CREATIVITY. Fundamentally, leadership is more about future but starts at today.
The Empathetic Leadership Many think Digital is the age of empathy, and empathy is one of the crucial ingredients of digital leadership. Empathy is the power of understanding and imaginatively entering into another person's feelings; or the intellectual identification with or vicarious experience of the feelings, thoughts, or attitudes of another. From leadership perception, if you can understand how people think, response and behave, what they desire and what their fears are, you are better armed to manage them in order to gain their support. Therefore, the empathetic leadership with the cognitive difference is needed in today’s dynamic working environment and diversified workforce.
The Inclusive Leadership: How to Manage Multi-Generational Workforce Effectively: There is poor communication between generations within many organizations, which is a growing problem.The mindsets and priorities of each generation are different. Career development means something different to each group segment, and this becomes problematic when you have a company or organization with culture and values that do not reflect the most contemporary views. Companies that learn how to bridge this gap effectively will have many advantages. You must not stereotype based on a generation. But what are the principles and practices to manage today’s multi-generational workplace effectively?
Leading Change by Questioning: Change is a vital element for the contemporary organization to stay competitive. But most of Change Initiatives fail to achieve expectation. What are the principles and practices, techniques and mechanism shall you use to manage change. Change by questioning, can you frame the right questions and answer them right as well.
How to Lead Through Constant Change? Change becomes new normal because the "VUCA" characteristics of digital dynamic. Traditional step-by-step Change Management as one-time initiative or isolated approach might not work any longer for constant and multitude of change. Companies need to embed a changeable mindset in their culture and build change capabilities among all staff, not only managers in a continuous way. From a management perspective, what are the roadblocks to change, and how to lead through constant change more effectively?
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