In a comment on a recent post of mine titled, “The Ice Cream of Success” Gladstone Leslie Samuel wrote, “Climbing the summit is success. To remain at the top is a perpetual challenge”.
This comment brought up the question of positional change, and if what positions we hold dictate how fast we need to change?
Leaders are on top and have maximum exposure to outside challenges and obstacles. The heat of challenges may melt them and start flowing their effect on employees and dishearten them.
Those leaders may cause their organizations to shrink. They need to self-inspect their mindsets and view challenges and obstacles as the salt that lowers their freezing temperature to remain “solid” in facing challenges.
The world we live in is witnessing rapid change. Change brings opportunities and challenges. Leaders may need to adapt faster than change to meet the challenges of change and grasp its opportunities.
This means leaders must foster their self-belief to make their employees feel the same. The big challenge is to keep self-belief in times of rapid change and not melt because of their heat. And if they do then only to become more fluid leaders to go around challenges and obstacles and even melt them.
Leaders may melt under the heat of challenges to enhance the speed of their leadership. Those leaders melt to enable them to execute fast and execute right.
Fluid leaders are not slow leaders who only act if they go wrong and not as planned or hoped for. They are accountable and have the agility to spring back fast.
Those leaders know well the challenges ahead but also know what opportunities are hidden in those obstacles.
Those leaders work to foster collaboration and innovation as Dennis Pitocco mentioned in his recent post on “Community Matters: Because “Everything Belongs Together”.
To do so, those leaders have the ability to keep their empathy and open communication, conflict resolution, powerful persuasion, high agility, and trust.
Those leaders adapt their leadership style to be in alignment with the challenges lying ahead. The five leadership styles are authoritarian, democratic, participative, delegating, and do as I want style.
Not all leaders are in the same position and so no leadership style shall fit all situations of the position in which leaders are.
Maybe this is a “Customized Leadership” style.
Aldo,
Great summation of the challenges facing leaders today. We can hope that leaders recognize the need to adapt and engage.
I was struck by the word motivation. It is a temporary stimulus rather than a lasting energy or decision. It encourages individuals to use charisma to gain temporary support. Listening and accepting the values and desires driving others would enable leaders to leverage intangible incentives. My hope is that leaders switch from the Golden Rule to the Platinum Rule–give unto others as they want to be given unto.
Thanks again for your thoughtful insights.
Mary
The proposed topic is extremely interesting and timely.
I believe that first of all we must start from Dennis’ observation (cohesion and collaboration are essential to face any kind of challenge) and then arrive at Prof. Anani’s intuition.
In an increasingly interconnected, rapidly evolving world, the concept of leadership evolves and diversifies, reflecting the needs and aspirations of each individual. Everyone has their own leader is not just a statement, but a call to recognize the different forms of guidance that inspire and motivate people. Whether it is a mentor, a colleague or a public figure, each person finds their own role model, thus contributing to building stronger and more cohesive communities.
In fact, each individual has unique needs and aspirations, which lead them to identify with a leader who reflects their values and vision. This phenomenon highlights how leadership is not a monolithic concept, but rather a mosaic of styles and approaches that can inspire and motivate people in distinctive ways.
In this scenario, a leader’s ability to adapt and understand the peculiarities of his collaborators becomes essential. A good leader knows how to listen, value differences and create an environment in which each member of the team can feel supported and guided. Thus, recognizing that everyone has their own leader also means celebrating the plurality of human experiences and the richness that comes from them, promoting a more inclusive and aware leadership.
Aldo Delli Paoli Your feet are will grounded in the field of leadership as your comment clearly exhibits.
Thank on behalf of our friend 🔆 Dennis Pitocco and myself for mentioning the quotes and adding value to them.
Two great thought I highlight from your grand comment for now.
The first one, “Through active listening and understanding individual needs, leaders can create a favorable environment in which each member feels valued and motivated.”
No wonder you highlight the value of transparent and clear communication and what it means and leads to. And who dare to differ with you?
I value your thoughts here because they are worthy and unfortunately many leaders do not abide by this rule.
The second thought, “In this context, every personal success becomes a collective achievement, transforming the corporate culture and promoting a sense of belonging that fuels innovation and resilience.”
Is there any better way to achieve success wherein everybody feels he was part of it?
I do not think so.
Great comment my friend. I appreciate your great engagement.
So glad you found value in this one,
I have met leaders that melted and created chaos. Some when they start to revive they become fixed with the solution as well as the style. Thanks for reminding us to adapt as we face new realities.
Thank you DR. MARY,
Unfortunately, we humans tend to forget the basic rules may be due to familiarity.
Thank you for highlighting this issue,
I love the images for resilient leadership, Brother Ali, ice cream melting, fluidity.
There is something aboutt matching style of leadership with the challenge faced.
Emergencies might require authoritarian as democratic takes too long. Doing as I want is great for tasks that don’t require the “consent of the governed.”
Thank you Brother Alan,
Yes, you figured a big issue and that is no leadership style fits every situation. WE need customized leadership.
I agree with you even though melted by your sound comment.