Home » Blog » Developing Leaders for an Unknown Future
The world has changed, society has changed, even the definition of leadership has changed. From what we were once, the fast-paced world, we have settled around and changed our ways and methods. The pandemic has created intense pressure on leaders worldwide to redefine what is demanded of them.
Read this blog to know how to develop leaders for an unknown future.
Table of Contents
Who are the leaders of the future – 2025? 2030? 2035? Do you know who will lead your organisation 10 years from now, 20 years from now? Why even go so far, do you know who will lead your firm tomorrow, or even the next week? The question is, are you prepared for the next phase? Are you better equipped for what is coming along the way?
The world has changed, society has changed, even the definition of leadership has changed. From what we were once, the fast-paced world, we have settled around and changed our ways and methods. The pandemic has created intense pressure on leaders worldwide to redefine what is demanded of them. We need to adopt new ideas and develop our leaders to successfully take our organisations into the future.
Individuals and organisations will need to broaden and change their concept of leadership and how they apply it in the future to be successful. Individual leaders who advocate for leadership as a team effort and build skills in themselves and others to encourage a more inclusive approach to leadership will continue to be crucial to the success of companies. Simultaneously, companies will need to improve their ability to tap into their collective resources in order to recognise difficulties, comprehend their consequences, and respond to them in more interconnected ways.
Before delving more deeply into what we might mean when we say developing leaders for an uncertain future, it might be helpful to place this into the context of leadership before the pandemic had hit.
Leadership has existed from the beginning of time and can be found in any human community, society, or organisation. Throughout history from the early civilisations, biblical stories, to historical records have all wielded power over others. In the 19th and 20th centuries, however, it was the desire for growth, progress, and advantage that motivated scholars to study leaders and leadership in depth in order to find threads and patterns. Following that, a zillion definitions of leadership arose, as well as theories, all with the goal of explaining one of humanity’s most fundamental behavioural traits: our desire to be led and followed by others, which we choose to do mostly as an act of will.
Let’s face it, we live in a world where we don’t need a year-long development programme for our leaders, that bear results later. Even the decades of training and year-long experience which was once a compulsory possession have now become outdated.
When Plato was developing his ideal state as explained in The Republic, he gave the top roles to those he called philosopher kings. These Guardians, as they were dubbed, would require specific training to prepare them for their responsibilities. Only then, he argued, would such people have the perspective, wisdom, and discernment to make judgments that would have an impact on all of the persons in their care. The actual doers—warriors, merchants, and laborers—were lower in the hierarchy, despite their importance. If Plato were alive now, he might worry if our organisations’ guardians—a better title than CEO or leaders, are well prepared for the uncertain future.
It’s true if Plato were to reconsider his system, even if we need to account for the unprecedented complexity that leaders and organisations encounter today, we clearly need a new way of thinking about leadership. Now the question is, what is the future of leadership development? Do we let go of all the leadership principles or do we restructure our process? What should be leadership development today? Here are some of the features.
Another revolution is underway, and it is having a significant impact on our perceptions of leadership and the qualities we seek in those who choose to lead us. This transformation affects everyone on earth in a variety of ways at the same time. Consider that for a moment. Start by learning what’s going on and then entering the arena fully prepared to fight.
To be successful, individuals and organisations will need to broaden and adapt their perspectives on leadership and how they apply it in the future. Individual leaders who promote leadership as a team effort and develop capabilities in themselves and others to promote a more inclusive style to leadership will continue to be critical to a company’s success.
The term “leadership” should be defined more broadly. It used to be based on a person’s abilities, actions, and power. While these requirements remain important and relevant, CCL’s new definition of leadership is more inclusive, considering leadership from the middle out, across functions and organisations. We must define leadership as the efforts of all members of an organisation to accomplish three goals: setting direction, developing commitment, and assuring alignment.
Today’s leadership development must emphasise collaborative leadership rather than individual leadership. We must let go of the notion that leaders are our heroes and instead recognise that they are hosts who facilitate shared learning, team cooperation, successful group decision-making, and goal-setting, as well as mutual accountability for our actions.
Your email address will not be published.
An Ecosystem that brings to you world’s leading warrior monks in their respective streams for personal transformation and leadership development.
137- First Floor, DLF Star Tower, Sector 30, NH-8, Opposite 32 Milestone, Gurugram, India - 122001
Self Sabotaging Behaviours in Leaders
The Philosophy of Search For Truth
Copyright © 2021 xMonks. All Rights Reserved.