Sanjay Menon is Managing Director for Publicis Sapient in India and responsible for driving strategy, capability development and growth.
Leadership is constantly evolving, with fresh theories and research reshaping our understanding of what makes an effective leader. Global turmoil, economic uncertainty and the rapid pace of business are challenging traditional approaches like never before. How should leaders adapt to this new orientation? What does leadership look like in an era where old playbooks are discarded and innovative strategies are a necessity?
Drawing from my almost 30 years of experience in digital transformation, let's explore how leadership is being transformed in today's dynamic landscape, as well as how we can shift our approaches to drive success in our ever-changing business world.
It's not about having all the answers.
Traditionally, leaders were the go-to folks, calling all the shots. In all honesty, this model is losing relevance. I find that leadership today is more about steering the ship than being the sole captain. This involves recognizing that knowledge is a moving target and that the best solutions often arise from collective brainpower.
As a leader, you cannot be everything, everywhere, all at once. You've got to trust your crew to do their part so you can focus on yours. That means creating an environment where everyone feels empowered to chime in with their ideas and collaborate. When it comes to leadership models, I believe three foundational elements stand out:
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1. Psychological Safety: It's important to create psychological safety in the workplace. When people feel heard and valued, they're more likely to innovate and collaborate. Some ways you can provide this sense of safety are by fostering a safe space for open dialogue, actively listening to your team and validating their contributions.
2. Focus On Strengths: Embrace a strengths-based approach. Identify your team's unique abilities, and align tasks with these strengths. I have found that this can boost engagement and motivation. Celebrating achievements is an effective way to reinforce positive behavior.
3. Holacracy: Holacracy is a system where "members of a team or business form distinct, autonomous, yet symbiotic, teams to accomplish tasks and company goals." This can be achieved by organizing teams into self-governing circles with specific roles and responsibilities. Regular check-ins and transparent processes can help further ensure that everyone has clarity in their decision-making and role assignments.
Be more 'fox' than 'hedgehog.'
Leadership is evolving, becoming more adaptive and inclusive with agile interventions. It's like finding a balance between being a "hedgehog" (a thinker who knows one big thing) and a "fox" (a thinker who knows many things), concepts made popular by philosopher Isaiah Berlin.
Historically, leadership has often leaned toward the hedgehog archetype. Consider Xerxes, the king of Persia who relentlessly pursued the ambition to conquer Greece with a formidable army. However, his rigid approach culminated in a pyrrhic victory at the Battle of Thermopylae, ultimately leading to defeat in the Second Greco-Persian War.
In contrast, Themistocles, the Athenian general, embodies the adaptable fox leader archetype. His recognition of naval power and diverse tactics led to victory at the Battle of Salamis. Themistocles' flexibility and strategic agility were pivotal in defending Greece and securing victory.
This is a valuable lesson in leadership adaptability. Leaders need to be nimble, ready to make changes and adapt on the fly. Having a clear vision is great, but being too rigid can lead to trouble in the current context.
Lead on the fly.
Speaking of the current context, technology, cultural shifts, pandemics and global conflicts are changing the world (subscription required) at an incredible pace. To keep up, I believe we as leaders need to rethink our playbooks and realize that long, drawn-out planning sessions aren't always a luxury we can afford.
When it comes to coaching, we're moving from the era of "nice-to-have" coaching to "must-have" coaching. Real-time support and guidance aren't just added bonuses anymore; I have found them to be the backbone of effective leadership. Success may depend on coaching teams to act fast, grab opportunities and face challenges head-on.
In practical terms, this means embracing quick experimentation, celebrating wins and creating an environment where failure is seen as part of the learning process. It's also important to acknowledge and value the resilience and resourcefulness of your teams. Concentrate on showing resilience, adaptability and a focus on solutions, standing alongside your team to tackle any obstacles that come your way.
This isn't just about individual performance—it's about creating a tightly knit ecosystem where people, processes and strategies align seamlessly. Leaders aren't just implementing plans anymore; they're adjusting the game plan on the fly, similar to how basketball teams adapt their strategies during a fast-paced game.
Navigate the multi-interest work-verse.
The challenge of managing different age groups isn't new; age has always spanned a wide range in workplaces. The complexity leaders face today is of a multi-interest workforce. The shift isn't just about age; it's about understanding and accommodating the unique priorities and values that drive each group. For instance, research shows that millennials seek meaningful work and transparent communication, while Gen Zers prioritize happiness through purpose.
Leading in this scenario means tuning into these subtleties. Consider reverse mentoring as one way to provide your younger employees with the opportunity to learn from the wisdom and experience of more seasoned colleagues, while at the same time allowing senior employees to gain fresh perspectives and insights around technology, market trends and evolving consumer preferences.
Furthermore, I have found tailoring policies and benefits to resonate with each group can help demonstrate that you are going beyond mere lip service and making the effort to ensure that everyone's voice is valued and acknowledged.
Embrace the invisible crown of leadership.
Leadership today is like donning an invisible crown, where authority isn't just about titles but also about the influence and connections you cultivate. Consider the dynamics of a football team: Traditionally, leaders were akin to star players, focusing solely on their individual prowess. But as the game changed, so did leadership. Solid leadership today should be more like coaching: strategizing, adapting and rallying the team toward collective victory.
In essence, your authority shouldn't be flaunted; rather, it should be quietly acknowledged by the people around you thanks to the lasting impact you make through fostering growth, trust and collaboration.
As leadership evolves, the core remains constant: understanding people and inspiring collective action. It's easy to assume that because leadership goals stay mostly the same, strategies can remain unchanged. However, it's the "how" of leadership that requires regular examination and readjustment. The true challenge of modern leadership is balancing timeless principles with flexible approaches. By embracing this balance, you can navigate uncertainties in your industry with confidence and achieve success.
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