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New Leadership
The Changing Face of Modern Leadership
Curated by Roger Francis
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Holacracy: Managing without managers

Holacracy: Managing without managers | New Leadership | Scoop.it
Imagine your organisation without anyone in charge – employees don’t report to a manager, have targets to meet or PDRs to fill in – in fact, they don’t even a job title. That’s the basic concept behind holacracy, an idea taking increasing hold in US companies – but can it ever really work? Peter Crush reports
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Empathy and Good Managers

Empathy and Good Managers | New Leadership | Scoop.it

The traditional view of management is to drive results at all costs. Be hard on employees and they will perform. That employees’ personal lives don't matter, as they have nothing to do with work. Yet we know today that employees’ personal and professional lives do collide. Today’s workplace environment calls for an evolved way of management and of leadership. Today’s managers need to tap into other motivators to get results and inspire the best performance from employees.

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Six Key Servant Leadership Attributes

Six Key Servant Leadership Attributes | New Leadership | Scoop.it

The 21st century has brought much in the way of turmoil and change to the world of business. As a consequence, ways of doing business that were once universally accepted now seem outdated and inflexible in an age where knowledge drives economies and socially responsible corporate attitudes influence stakeholders and shareholders alike.

 

With such changes have come new priorities and responsibilities and it is in this environment that the theory of servant leadership has flourished as a management style for the redefined business world of today, one that can serve as a cornerstone for organisations wishing to build corporate structures based on stewardship, empowerment and trust. 
Via Kenneth Mikkelsen
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donhornsby's curator insight, May 14, 2014 10:35 AM

(From the article) Servant leadership will benefit organisations dependent on knowledge workers and in environments where high levels of creativity and innovation are the norm. Knowledge workers in particular require a sense of autonomy in order to function at their best and it is the responsibility of the servant leader to create this workplace freedom for them.

Empowerment's curator insight, May 16, 2014 12:00 AM

Ce qui est frappant, c'est la résurgence de ce modèle de management déjà pratiqué dans l'histoire puis oublié 

David Hain's curator insight, May 21, 2014 9:44 AM

Where there is not community, trust, respect, ethical behaviour are difficult for the young to learn and for the old to maintain.” ~ Robert Greenleaf

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Let's Stop Confusing Cooperation and Teamwork with Collaboration

Let's Stop Confusing Cooperation and Teamwork with Collaboration | New Leadership | Scoop.it
Using collaboration, cooperation and teamwork interchangeably dilutes their meaning and diminishes the potential to create real collaborative workplaces.
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To Be a Better Leader, Learn How to Learn

To Be a Better Leader, Learn How to Learn | New Leadership | Scoop.it

Here’s the problem: More than ever before, change is the rule, not the exception, in business. Globalization means more competition. The technology that makes you better than your competition today is obsolete tomorrow. Any knowledge you already possess is depreciating at an accelerating rate. How do you cope with the instability of it all? 



Via Kenneth Mikkelsen
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Patricia D. Sadar - Leadership Strength Coach's curator insight, May 27, 2014 7:46 AM

Excellent tips!

 

I would like to offer one key philosophy that we at our company have been offering to our leaders.....Learning is not enough, we as leaders need to be constantly learning, unlearning, and re-learning.  The game has changed and the rules are evolving by the minute. 

 

Keep your running shoes on, the ride is exciting as long as you remain open, flexible, and adaptable to change.  Remember, if it is difficult...you are about to grow and learn something new. 

 

Hope you enjoy the article and my humble nuggets:)

 

Until next time...PS - Live on Purpose!

 

Patricia D. Sadar - Leadership Strength Coach's curator insight, May 27, 2014 7:50 AM

I would like to offer one key philosophy that we at our company have been offering to our leaders.....Learning is not enough, we as leaders need to be constantly learning, unlearning, and re-learning.  The game has changed and the rules are evolving by the minute. 

 

Keep your running shoes on, the ride is exciting as long as you remain open, flexible, and adaptable to change.  Remember, if it is difficult...you are about to grow and learn something new. 

 

Hope you enjoy the article and my humble nuggets:)

 

Until next time...PS - Live on Purpose!

 

Christopher Janney's curator insight, May 28, 2014 8:23 AM

The way we understand leadership today needs to evolve. Understanding that what you once knew that got you where you are is not enough to keep going is important. Understanding the new responsibilities and expectations of leaders is important. For instance, being a good leader sometimes means being a good follower. And as this article points out, a good leader is a consummate learner. Without that, the things you are leading people to have already passed and others are already on to the next thing. 

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Leading Across Cultures: Learn to Adapt Your Style

Leading Across Cultures: Learn to Adapt Your Style | New Leadership | Scoop.it

Whether you feel the best boss is more of a facilitator among equals or a director who leads from the front, to succeed in international business you need the flexibility to adapt your style to your cultural context.
 

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Motivational Leadership by Example

Motivational Leadership by Example | New Leadership | Scoop.it

Would you consider yourself a leader, manager, or both? In most cases, managers consider themselves leaders, but do you think your team members would agree with  you?  Pat Owings, the Co-Founder of Inbound Marketing Agents, advises managers to challenge their current perspective on leadership skills by asking themselves, “If you asked your team to take the hill, would they because it is the right thing to do or because you are the boss and they want to keep their job?” The key to being a successful leader is leading by example and motivating your employees at the same time, inspiring them to follow.  As members of varying workforces, we regularly hear advice like this but how many of us actually practice executing this statement?  There is often a missing link between understanding management theories and putting those theories in action.

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John Michel's curator insight, May 9, 2014 4:27 PM

There is a difference between simply being a leader of a team and being a motivator of a team.  Leaders who are not role models for their employees are not completely fulfilling their jobs as leaders.  Set an example for your employees so they strive for excellence within themselves and within your organization.  Your staff and organization will succeed if you lead them with a positive example.

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Neuroscience and leadership development - what can we learn?

Neuroscience and leadership development - what can we learn? | New Leadership | Scoop.it
A new study measured the stress response in managers to unexpected situations and crises.
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donhornsby's curator insight, May 8, 2014 8:42 AM

An interesting read about the role of stress in the performance of managers. 

 

(Key Thought): At times of high stress, leaders need to make the best decisions possible, but this is when they are most likely to be cognitively impaired through panic and where judgements, decision-making and thinking can be hampered. Emotions like fear, anxiety, stress and anger narrow our focus and inhibit our concentration. When we are stressed or scared, for instance, we struggle to think clearly, co-ordinate well with others and take in new information.

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The Trouble with Leadership Theories

The Trouble with Leadership Theories | New Leadership | Scoop.it

The trouble with leadership theories is they’re easy to hide behind (often inaccurately). They become proxies for actual leadership. When something important is on the line, people don’t follow five-tiered triangles, four-box matrices, or three concentric circles. They follow real people. 



Via Kenneth Mikkelsen
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Kenneth Mikkelsen's curator insight, May 8, 2014 4:37 AM

Excerpt from Doug's fine blog post on HBR: 


The act of great leadership is never cliché. It’s an art. It should be informed by smart research, yet it should be shaped by on-the-ground experience. Both are critical. By all means read the theories, attend seminars, and talk to luminaries. They provide a solid foundation. But then ask yourself, what do I believe makes a great leader? Trust your gut and experience. Don’t worry about making it perfect. Worry about making it a reflection of what you truly have found to work. Your theory might not have all the spit and polish of formal leadership theories, but it just might be what takes you and your organization from good to great.


You should follow Doug on Twitter here: @DougSundheim 


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7 Signs It’s Time to Un-Follow a Leader

7 Signs It’s Time to Un-Follow a Leader | New Leadership | Scoop.it

Social media changed the meaning of words like “follow” and “leader.” Back before social media, a leader was someone who was in a position of leadership. They were “in charge” and the people who joined them in their effort were “followers.

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Top 100 Ideas And Quotes For First-Time Leaders

Top 100 Ideas And Quotes For First-Time Leaders | New Leadership | Scoop.it
To help you connect or reconnect with the fundamentals of leadership, this highlights 100 of the best ideas and quotes for first-time leaders

Via Dr. Susan Bainbridge, Jerry Busone, Jasmine Saini, Roy Sheneman, PhD
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Jerry Busone's curator insight, April 9, 2014 8:35 AM

For all my emerging leaders....nice read

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Blue Ocean Leadership

Blue Ocean Leadership | New Leadership | Scoop.it

It’s a sad truth about the workplace: Just 30% of employees are actively committed to doing a good job. According to Gallup’s 2013 State of the American Workplace report, 50% of employees merely put their time in, while the remaining 20% act out their discontent in counterproductive ways, negatively influencing their coworkers, missing days on the job, and driving customers away through poor service. Gallup estimates that the 20% group alone costs the U.S. economy around half a trillion dollars each year.


What’s the reason for the widespread employee disengagement? According to Gallup, poor leadership is a key cause.


Blue ocean leadership rapidly brings about a step change in leadership strength. It’s distinct from traditional leadership development approaches in several overarching ways. Here are the three most salient:

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Cognitive diversity: why is it important?

Cognitive diversity: why is it important? | New Leadership | Scoop.it

Diversity in your organisation is key to innovation. Nick Martindale asks why diversity of thought is important to improve your performance

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Christine Marsan's curator insight, May 14, 2014 10:30 AM

Diveristy in general is synonym of LIFE!!! 

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10 Times You're Better Off Saying Nothing at All

10 Times You're Better Off Saying Nothing at All | New Leadership | Scoop.it
You know the saying that sometimes the best thing to say is nothing at all? Here are 10 of the times when that is most true.

Via Bobby Dillard, John Michel, Wise Leader™, Roy Sheneman, PhD
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John Michel's curator insight, May 9, 2014 5:00 AM

As President Harry S. Truman once said, you can accomplish just about anything if you don't care who gets the credit. Sometimes, that means staying quiet just long enough for someone else to think of your solution and propose it as his or her own.

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Graeme Reid's curator insight, May 13, 2014 8:34 PM

It often pays to keep your mouth shut.

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Congratulations, you are a new leader! Now what? – Part 1

Congratulations, you are a new leader! Now what? – Part 1 | New Leadership | Scoop.it

After so much effort, months and months of hard work, dedication and a lot of anxieties, what you wanted happened: you have been promoted to a management position! Congratulation, of course. You earned it! But... now what?

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Every Leader Must Be A Change Agent Or Face Extinction

Every Leader Must Be A Change Agent Or Face Extinction | New Leadership | Scoop.it
In a workplace infused with top down, hierarchical, departmental silos, change management is the new requirement for leadership success. With a market comprised of fickle consumers and workplaces brimming with employee identity crises, leadership success requires more patience, poise, and time-to-think – and the ability to seamlessly connect the dots of opportunity. The marketplace requirements to compete are evolving so quickly that leadership is struggling to stay ahead of the course; unsuccessful efforts to be proactive and sustain organizational readiness will come at an extremely high cost. As such, the demand for leadership that is willing and capable of tackling change management head-on – already in short supply – is at a premium. Leadership in the 21st century not only requires the ability to continuously manage crisis and change – but also the circular vision to see around, beneath and beyond the obvious in order to anticipate the unexpected before circumstances force your hand. As you embark upon your change management journey, here are ten things that will challenge your capabilities as a change agent and potentially become defining moments along your leadership success path.

Via Anne Leong, Wise Leader™
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Miklos Szilagyi's curator insight, May 11, 2014 12:40 PM

Well, I think, it's obvious and might even be frightening... the "only" somewhat plan-able part is the development of your team (meaning the smaller ones and the company-wide). By development I mean their involvement, their engagement and commitment, their alignment and also their carrier... because they will be with you and will follow you and be willing - if involved properly - to align with your/the company's plan if their needs are also taken into account - in the measure of possibility... if they handled as partners in the chaotic jungle of today's business world and who can count on you and who in turn you can count on...

Lansana Gagny Sakho's curator insight, May 11, 2014 2:47 PM

The marketplace requirements to compete are evolving so quickly that leadership is struggling to stay ahead of the course; unsuccessful efforts to be proactive and sustain organizational readiness will come at an extremely high cost.

Pamela Perry King's curator insight, May 27, 2014 1:34 PM

Does anyone have change for a "pair of dimes"?

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3 Questions Executives Should Ask Front-Line Workers

3 Questions Executives Should Ask Front-Line Workers | New Leadership | Scoop.it

The higher up you go in an organization, the harder it is to stay in touch with what’s really happening on the front lines. And the bad news - if you hear it at all - is presented only in the best possible light. How do you get the real truth about what’s happening out in the field? How do you stay connected to all corners of your organization? 

 


Via Kenneth Mikkelsen
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7 Reasons Good Moms Make Amazing Leaders

7 Reasons Good Moms Make Amazing Leaders | New Leadership | Scoop.it

No one puts mom as a job title on their resume. In fact many moms hide their mommy status when interviewing for a new job.  They may even strip their resume of relevant volunteer experience that would reveal their motherhood status.

I’m in the other camp entirely. Most moms bring a maturity and level of endurance to their leadership that’s hard to gain as quickly from other leadership roles. I’ve never had a problem with a leader on my team related to her mommyness. And I’d rather work for a boss (and with peers) who have children.Turns out I’m not alone. A study done by WorldWit found that 69% of workers would rather work for a mom than a non-mom, while only 2% preferred a non-mom. So in the spirit of Mothers Day, I bring you 7 reasons moms make amazing leaders. Does this apply to Dads too? Of course, but it’s Mothers Day, so lean in and read on.

 


Via David Hain
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David Hain's curator insight, May 9, 2014 10:11 AM

Mums of the world, we salute you, for reasons @LetsGrowLeaders explains eloquently here.

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5 Tips On Becoming A Leader People Want To Follow

5 Tips On Becoming A Leader People Want To Follow | New Leadership | Scoop.it

What are some of the common characteristics of the leaders that people want to follow?


Via Kevin Watson, donhornsby, Jean-Philippe D'HALLUIN
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donhornsby's curator insight, May 8, 2014 8:47 AM

(From the article): Great leaders that people want to follow want the best for their team members – they invest time, energy, and money into helping their people reach their potential as leaders in their own right.

 

When you look at your team members, always ask the question: What is their next area of growth? What would help them get there? What can I as a leader, or we as an organization, provide for them to help them realize their potential? Do we need to get them more training? Do they need to be mentored? Do they need more opportunities to try some things outside of their current role?

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DNA of Wave Makers™: The 4 Leadership Molecules that Everyone Wants

DNA of Wave Makers™: The 4 Leadership Molecules that Everyone Wants | New Leadership | Scoop.it

Wave Makers take that first step toward making the team feel like a team, experiment with a new product idea, or organize regular discussions for the other new college graduates. They have a meaningful idea, get others involved and act upon it. Wave Makers start the ripple effects toward important changes – even if they start with a small first step.

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Stress Isn't a Threat, It's a Signal to Change

Stress Isn't a Threat, It's a Signal to Change | New Leadership | Scoop.it

Is stress impairing your performance at work and compromising your relationships? Changing the way you think about stress can help you turn stress into an ally and use it to improve mental agility and work performance; a report in the Journal of Experimental Psychology showed that physiological and cognitive benefits result from thinking of stress as “functional and adaptive” rather than a signifier of “threat.

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Why Replacing Hierarchies is the Future of Work

Why Replacing Hierarchies is the Future of Work | New Leadership | Scoop.it

Worry less about the future of work and notice what is happening right now.

 

If we invest time today on areas that are holding back our workplaces now, we’ll be better equipped to adjust to the future of work.

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