Where should organisations focus to harness new leadership talent?

Where should organisations focus to harness new leadership talent?

As organisations navigate through this bumpy transition between life and work, it’s clear there are some significant changes taking place with individuals and their approach to work.

So how do these changes influence the next generation to move into leadership roles?

What will the next generation of leadership look like?

We believe the next generation of leadership could be renamed to

“Collaborative Visioneering”

Why?

Collaboration:

The future of leadership is increasingly focused on

  • Collaboration
  • Team work
  • Inclusivity

This next generation of leaders will master building relationships, working collectively and leveraging diverse perspectives

The collaborative highlights the need to bring people together, foster co-operation and drive collective success.

 Visioneering

This combines “ vision” and “engineering” to really emphasise the importance of forward thinking, creativity and problem solving.

Future leaders have the skills to envision and create innovative solutions, adapt to technology enhancements and will be able to navigate complex challenges.

‘Visioneering” captures their ability to think strategically, anticipate change and drive innovation.

All these skills are useful and much needed as we need to encompass the collaborative mindset and innovative skills required to be success in leading through in a rapidly changing world.

The challenge for organisations will be how to change some of the old patterning and ways of doing business to accommodate a new way of thinking and solving problems.

And this will take a paradigm shift to as all existing and future leadership skills are weaved together.

 

Rebecca

Rebecca Morris

Rebecca set up Paradigm Shift in 2011 because in her corporate career she repeatedly observed leaders choosing to let chaos reign rather than work out strategies for effective change. Or put simply – poor leadership.

With a background in educational psychology, roles as CEO, sales executive, business coach, business owner and teacher, Rebecca uses her proven experience and insights along with her practical tool box to get results.

Rebecca observes human behaviour and associated patterns and enables leaders to become present to their patterns through her IP, Observational Intelligence (OI). Rebecca uses her 'cycle of interruption' approach to interrupt, innovate and lead from new paradigms creating collectively powerful leaders and culture-safe organisations.

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