#KEYIDEAS from „The Leadership Lab: Understanding Leadership in the 21st Century“ by Chris Lewis and Dr Pippa Malmgren

Summary of the key ideas and my thoughts:

  • Great insight that the best ideas arise when we don’t only focus on the data (left brain logic thinking), but let the right side of the brain flourish in creativity and finding connections between things (e.g. when taking a shower, go for a walk). Therefor the impact of having motivated individuals in your company is even greater as they ocassionally think about work and how to solve certain problems even after the regular working hours or discuss topics during lunch instead of gossip during work.
  • There is a great impatience in the current society due to the immediate information flow in the internet or other media. According to the author it is therefor key to present for example your company vision or goals in a similar manner and display it over and over again. In contrast leaders need to lead by example and show patience for example when experiencing set backs or letting new employees make mistakes and learn from those. In my experience this is also relevant regarding consistency as we now life in a very uncertain environment (VUCA world), it is more important than ever to give your employees a certain degree of safety and consistency even in the face of fast-paced digital changes in the workplace.
  • The current uncertainty and impacts like social media enhance a certain degree of frustration and anger, which can significantly reduce the performance at work. In order to stay resilient as a leader the author points to tools like mindfulness, empathy and conflict solving methods. I would sum it up as self-awareness as you need to think constantly about individual needs. In order to practice situational leadership based on everbody’s needs you need to be as present as possible and recognize certain reactions or emotions. One of your employees might feel sick and therefor doesn’t act as cooperative as usual, but only with a certain amount of empathy and trust he/she might tell you and the easiest solution might be to schedule the meeting a few days later.
  • Give everybody in your team the possibility to be heard. Some might not speak up in a meeting, but it is your job as a leader to recognize this and for example talk to an individual in a separate 1on1 meeting.

For #KEYIDEAS from other books visit my blog overview.

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