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New Leadership

“I cannot say whether things will get better if we change; what I can say is they must change if they are to get better” – Georg C. Lichtenburg

The quote above is inspiring, yet this isn’t always the case when it comes to change in organizations. Change management efforts are often unsuccessful since only 35% of leaders share the challenges that they are facing. This enables employees to remain static, instead of innovating to find solutions in an ever changing market. 

It’s important to understand that change is not only inevitable, it’s vital. And with changes in any organization, there will also need to be changes in leadership. 

Read below to find out CEO and co-founder Jahanzaib Ansari’s thoughts on what leadership will look like in the future of work. 

Jahanzaib Ansari:

There are definitely differences between the leaders of today, and the leaders of tomorrow. That’s because in the future of work, not only are jobs changing but employees are changing as well. 

Alongside employees, leaders are adjusting their approach as well to retain their talented workforce. 

So in the future of work, what should our leaders do to ensure they stay ahead of the competition? There are a few things that need to change. 

1. Encourage Disruption:

In an ever changing landscape, disruption is the new norm, and instead of being reactive to such change, we need to instead be proactive. For this, leaders need to create a culture of innovation; the key to surviving a turbulent environment. By developing an environment where change is accepted instead of feared, leaders equip their employees to be creative, think critically and learn agility. Leaving you with employees who are able to find solutions in a volatile and ambiguous market.

2. Enable Bottom-Up Decision Making:

Since the the 20th Century, leadership has always followed a strict top-down hierarchy. Fortunately, many are realizing that this isn’t the best approach to managing staff in the 21st Century. This is because in today’s unstable and fast-paced market, hierarchies only slow down innovation and decision making. With employees being closer to the battlefield, it’s time to cut back the layers and empower staff to find fast and effective solutions, with leaders managing quality and risk. By giving employees more autonomy, answers won’t only be coming from the top. 

3. Supporting Employee Growth

Finding talent is important, but cultivating talent is key. In the future of work, great leaders won’t just pass instructions and communicate performance targets. They will focus on developing the potential of their staff, and provide learning opportunities. Employees want to work in a space where they won’t be reprimanded for their mistakes, but where they can learn from them and become their absolute best. This is made possible with leaders who expose their employees to new opportunities, challenges and resources that will help them grow beyond the chaos of a turbulent environment. 

4. Questions, not Answers:

Times are no longer simple. Sometimes we have too much information and other times we don’t have enough. However for leaders, they key is to always ask the right questions. Because if we create a culture where it’s only acceptable to know everything and do the right thing, we risk developing an atmosphere that supports conformity. By encouraging people to challenge the status quo we enable employees to ask meaningful questions, think differently and bring the right knowledge together to find solutions. 

Living in a world that is constantly turbulent, we must have leaders that accept change, and encourage an attitude that let’s us survive it. 


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