Tag Archives: style

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modern artful leadership

Modern Artful Leadership Is Different

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Leadership is less pragmatic, less technical, and less authoritarian than it ever has been. Are you demonstrating modern artful leadership?

We all know that leadership is not about a position. At least, not specifically about a position. Leadership is for everyone, with or without direct reports.

Many workplaces struggle with navigating the workforce generations, they also struggle with culture, on-boarding, and employee retention. Much of this is about organization leadership and effective communication.

Less Authority, More Art

Not so long-ago leadership for many meant power and authority. It was the significance of the formal position within the organization that designated the chain-of-command.

The chain of command is still valid in many organization cultures, yet its purpose or utilization is often softer with fuzzy edges, dotted lines, and open doors.

It is not your great grandfathers, or your great, great grandfather’s industrial revolution anymore. The authoritarian approach is seldom effective.

There are pockets of businesses and small communities that still have traces of this. To find this you usually have to get deep into the rural areas, miles from any metropolitan statistical area. There, the workplace choices are few and the leadership style may not be modern.

For everyone else, leadership is as much artful as it is pragmatic.

What is your style?

Modern Artful Leadership

Great leaders inspire a call-to-action that keeps people motivated and engaged.

They co-create a culture of community where employees feel like they are part of something, they are building it, growing it, and giving it life. The result is that they have purpose in their work and are proud of the products and services they provide.

Authority matters less, respect across all job functions, all generations, and all workforce classes (considered protected or not) matter more.

Modern artful leadership is not pointed to on paper. It is not designated by a job description, the organization chart, or tenure.

Yes, all of those things matter, and in deadlock decisions or strategic moves, they are the tie-breaker. They are not the everyday practice of how work gets accomplished.

What about you, are you a good role model?

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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workplace authenticity

The Truth Behind Workplace Authenticity

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Workplace authenticity may be considered a core value. Are role models and leaders authentic in your workplace? Do organizational politics play a role?

In a recent seminar someone suggested that flexing your style is not a desirable attribute since you are not being the real you. The discussion point centered around workplace leaders serving as coaches.

Do you occasionally serve as a workplace coach?

Workplace Coach

Being a good coach is not about show and tell. A good coach is effective at inspiring change through questioning techniques.

Questioning techniques of course involve good communication skills and when you are working with your boss, a peer, or a direct report every situation may be unique. This uniqueness is what may require you to flex your style.

In my opinion, flexing your style to accommodate a situation and make things better is not the same as playing politics, being fake, or lacking sincerity.

Workplace Authenticity

Flexing your style means that you are willing to put in the emotional labor required to help improve the situation.

If your style is somewhat brash and direct, that won’t work for every situation. If your style is softer and more empathetic, that probably won’t work for every situation.

Working hard as a workplace leader to master the skills required to be a good mentor and coach means that with practice it will be the authentic you. Don’t confuse a strong work ethic that places value on harmonizing the workplace with a lack of honesty, integrity, or authenticity.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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