2020 has taught us unforgettable lessons. Many of us have consciously wished that, the negative experiences of pandemic outbreak should not come back. Although most of us have lost jobs, accepted pay cuts, there has been a positive side to such events as well. Organizations have been reshaped to ignite an agile environment of working. Evolution of leadership concepts were destined in many of the organizations, as they eradicated traditional methodologies related to performance evaluation.
MIT Sloan Review Committee based in the US, have evaluated the emerging strategies related to leadership transformation. Experts from the committee have agreed that, cultural leadership strategies have emerged as a popular trait amongst leaders post the COVID19 outbreak.
Have Leaders worked up towards extreme adaptations to face increased work life turbulence?
A very pertinent question, the committee members of MIT Sloan review have agreed, that, leaders across organizations had to pull up their sleeves in order to reposition themselves to face the volatile global landscape. Reflecting on the lessons, it has been agreed by a diverse range of leaders that, a humanitarian approach had always worked better with the employees during the turbulent times.
At the same time, committee members from the MIT Sloan review group agreed that the emerging leaders were expected to foster a supportive work environment, wherein a balanced participation was to be encouraged to bring out the best.
Evolution of the new age leaders: A cultural perspective
Committee members from MIT Sloan Review had predicted numerous insights about the future leaders although a refurbishment of the cultural approach remained to be a mandate. They had emphasized on a major transformation of human characters within the emerging workplaces, wherein rethinking on the traditional assumptions were to be eradicated. So what was expected from the new age leaders?
Experts acknowledged that leaders in the post pandemic era needed to work upon building extremely adaptive human capabilities while they should closely nurture a so called ‘crisis resilience’.
Is Cultural Leadership the need for the hour?
Truly speaking, a cultural leadership is needed to be nurtured during the forthcoming days as has been stated by the HR experts. Building up on a humanitarian approach is what is required, while leaders are encouraged to look beyond the boundaries of an organization. Taking the view of the stakeholders’ would work out well, therefore, the evolving leaders should take into consideration on a complete engagement of the human resources to maximize profit.
Absolutely, multi skilled based job profiles should be accommodated, and each and every job role should be enough quantified to regularly serve the clients.
A major aspect of cultural leadership, on the other hand, should be empathy, while taking into consideration the strengths and weaknesses of each team member should be honestly tried. Enabling the employees to perform at their best should be the business objective, while preparing the team members to manage crisis should be the leader’s forte.
On the whole, cultural leadership should work towards a holistic approach in managing employees wherein employee retention is better focused rather than continuous recruitment.
Pandemic has been an eye opener, for most of us working in large and medium sized business corporations across markets. Post pandemic a major market transformation have forced the emergence of the ‘new age empathetic leaders’, who are bound to dominate the global business landscape for years to come. However, the new age leaders are expected to have a strong emotional quotient while managing employees to suit the dynamic work environment. On the other hand, the new age leaders should enable ‘best performance’ from employees as per desired business outcomes.
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