Leadership of Tomorrow

Professionals today are keen to be included in decision-making processes and want to operate autonomously. For leaders this means a change from top-down delegation to self-organization as a leadership method. “Leadership of Tomorrow” is our offer to help you shape the future with a different leadership style.

Leading in the future – leading into the future

For organizations to successfully undergo change processes, leadership needs new impulses. Our program “Leadership of Tomorrow” focuses on personal development and modern process competence to achieve the strongest possible leadership impact. The radical changes awaiting us in technology and business call for a different set of leadership skills. Strong instincts regarding how to continually develop oneself as a leader and how to develop others will be needed. In future organizations, an important task for leaders will be to support the ability of teams to organize themselves, thus creating more ownership, in turn leading to an optimal use of resources. At the same time, such leaders will need to remain capable of identifying situations that call for immediate top-down decisions, based on intuition and experience.

Agility, Lean Startup or Design Thinking are powerful and effective concepts. But they remain volatile if leaders don’t consciously develop a culture to give these concepts stability. Leadership of Tomorrow therefore includes the systemic understanding of relationships, emotional intelligence, accepting ambiguity, awareness regarding conflict management, the ability to facilitate decision-making processes, and the courage to venture into the unknown by collectively learning through mistakes. And most importantly, to unlearn old habits and adopt new ones. All this with the goal to start a sustainable mind shift process that is more akin to an evolution than just a simple change project dictated by management.

The following six core skills for leadership in organizations will be central to all leaders wanting to embrace the challenges of the future:

Communicate openly

Allow people to contradict you, constructively make use of conflict, foster collective intelligence, facilitate decision-making, ask the right questions and listen mindfully, be open to new perspectives and network across system limits.

Empower others

Create accountability and ownership, increase intrinsic motivation and commitment. Build trust by leading by example, acknowledge and make use of human resources, foster autonomy.

Learn from failure

Initiate and process feedback, create a common learning experience, adapt measures. Develop the belief that there is no failure, there is only feedback.

Manage processes

Initiate change and keep up the change momentum. Achieve better results by operating step by step and remaining open to adaptations, lead through uncertainty, create stability, staying flexible and curious.

Foster self-organization

Design new forms of organizations (e.g. Holacracy, Laloux), initiate and facilitate new forms of collaboration (e.g. Scrum, Design Thinking). Support cross-functional operations.

Create purpose

In the future, intrinsic motivation will increasingly depend on how meaningful the work is that we do. Generation Y and digital natives are already asking the question, “Why do we do what we do?” Create and communicate meaning to others.

In addition, we support leadership in organizations with the following three measures, allowing us to successfully transfer the core skills into the leadership culture:

Personal development

Unlearn old habits, develop new ways of thinking and acting. Develop new perspectives through a differentiated view of yourself and your surroundings. Broaden your awareness regarding leadership impact.

Visible quick wins

What are the immediate benefits of changed leadership behavior? Where can you see opportunities to apply this behavior? What kind of problems can you solve with your newly developed understanding of leadership? How can you have more impact?

Leadership dialogue within management

How does management in an organization view its leadership culture? Regular dialogue between leaders strengthens everyone’s awareness of how leadership culture can have a positive impact.

From our experience, there is clear evidence: Leadership programs need to build on the current leadership culture in order to successfully grow a new culture. Therefore, leaders need to first honestly assess the status quo and from there develop a shared understanding of how leadership in their organization is supposed to look like in the future.