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5 Signs Your Leadership Style Is Outdated

5 Signs Your Leadership Style Is Outdated | MennoMolendijk | Scoop.it

Many leaders in the workplace have lost their competitive edge. They lack the substance that is required to be an effective and sustainable leader.


Via Anne Egros, AlGonzalezinfo, Roger Francis, donhornsby
Menno Molendijk's insight:

Stay in tune. With the people around you. And yourself. 

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Anne Egros's curator insight, October 28, 2013 2:25 PM

Technology is spreading new ideas globally and so fast that knowledge is not anymore the advantage of leaders.

 

Knowledge is free but inspiring others comes with a cost: you must re-invent yourself to stay attuned with changes around you. 

 

Never before, we have seen three generation of leaders in the same workplace. The 20-30 challenge up the 35-45 and the late baby boomers 50+ may not be able to satisfy the needs of those who are changing the world around them.

 

Making bad decisions? You may have become so arrogant and blinded by your past success that you don't have the humility to listen to your team members. 

 

When is the last time you took time to think about your impact as a leader? Did you ask for feedback from bottom-up? Are you interested only in your own career advancement? 

 

Asking questions is more powerful than giving answers, do you know how to mentor and coach others around you so they enjoy what they do and don't call it work?

AlGonzalezinfo's curator insight, October 28, 2013 7:59 PM

Great scoop and fantastic insight Anne!  I have seen some senior leaders put in great efforts to update their leadership.  It is great to see!

donhornsby's curator insight, October 29, 2013 8:27 AM

(From the article): Leadership is all about taking risks and knowing when to take them.   If you don’t feel comfortable being uncomfortable  – courageous enough to see and seize opportunities that others don’t and do what others won’t – it is impossible to be  an effective leader.   These are the fundamentals of sustainable leadership.   So look around you and ask yourself the following question:  Has your leadership style become outdated?

Rescooped by Menno Molendijk from LeadershipABC
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Why Organizations Fail

Why Organizations Fail | MennoMolendijk | Scoop.it

We've fostered generations of managers with robust analytical skills and poor social skills, and we don’t seem to think that matters.


Via Kenneth Mikkelsen
Menno Molendijk's insight:

Interestering article, creating consiousness yet again highlighted from an individual angle. When does the collective and its multiplier come in play? Because you know: We are all one. 

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Terence R. Egan's curator insight, November 16, 2013 8:05 AM

 

SUMMARY

 

For a long time, we believed that people were rational, logical agents, driven by self-interest, greed, and desire. In recent years, we have begun to realize that people have another driver that is of equal, if not greater, importance: the drive to be social.

 

The studies tell the story:

a)  Giving to charity activates the brain's reward system more than winning money.

b)  Painkillers like Tylenol relieve social pain the same way they relieve physical pain.

c)  Being socially rejected can lower your I.Q. score by 20% and cut your GRE score nearly in half.

d)  Seeing a friend regularly has the same effect on our well-being as making an extra $100,000.

e)  Volunteering to help others regularly produces the same increase in well-being as making an extra $50,000.

f)   When an employee meets a person who benefits from their work, that employee can double their productivity.

g)  People will pay $30,000 to be recognized as a high-status employee.

h)  And, finally, being socially connected is literally as good for your health as quitting smoking.

 

Social activity matters more than we have realized. Yet institutions and organizations, from political systems to hospitals, schools and corporations, have been built based on a different set of beliefs:

a)  that people are motivated by money,

b)  that physical -- not social -- health is most important

c)  and that social needs are "nice to have."

 

A boss who knows what his staff members really care about will be able to develop a better team environment.

 

We are deeply social beings, with social needs mattering more than physical needs in many situations. Maslow may have been wrong: Social may not be up the pyramid, it may be down at the base with physical needs. Until this insight makes its way into how we design our institutions, we may continue to see less than 30% of people in our organizations actively engaged in their work.

 

Cath Daley's curator insight, November 28, 2013 9:44 AM

Some of our long-held beliefs about human motivation may be wrong....

Cath Daley's curator insight, December 12, 2013 7:09 AM

and it really all comes down to the ability to be flexible with your communication so that you can interact with evryone in a way that reduces conflict and increases buy in.