Eriksen Sousa’s Post

Intriguing concept from HBR! Leaders who are passionate about solving problems create a different dynamic. They become facilitators, building teams with the right expertise to find solutions. Could this be a game-changer for traditional leadership styles? #leadership #problemsolving #HBR Link to article: https://lnkd.in/f8xVjJZ

There’s a new kind of leadership emerging in organizations - leaders who don't like to be called leaders. Instead, they focus on solving problems and getting others excited about finding novel solutions. They step up to leadership reluctantly and only as necessary to get the job done. Harvard Business Review explains the benefits of this style of leadership in their latest article. #leadership #problem-solving #innovation

Good IT leadership invites collaboration, teamwork, and an open mind. Some of the greatest accomplishments we have today started by someone having an idea, and there's a big chance their peers and leaders may have shut them down at first -- after all, change can be scary unless we're mentally prepared for it and inviting it in. Be a leader that encourages change as a positive and welcome guest. #ITLeadership #Leaders #Teamwork #IT

Just finished the course “Leading Strategically” by Madecraft and Eric Zackrison! Check it out: https://lnkd.in/g4XwUGqB #strategicleadership #decisionmaking #persuasion #initiatingchange #assessingneeds Robert Cialdini identified six key principles of influence to further develop and strengthen strategic leadership skills. • Reciprocity - do something for someone, they are more likely to respond in kind. Seek to support those around you. • Consistency (or Commitment) - people are more likely in ways they acted before. Positive habits develops positive results. • Social Proof - tendency to do things that people similar to you have already done. Great skill to obtain buy-in from stakeholders and other project team members. • Authority - use less with internal teams who already see you as an authority figure. Use more for outside the organization to establish credibility and build relationships to help your team achieve organizational goals. • Liking - tendency to respond to people you perceive as well-liked. Highlight similarities when speaking to someone. • Scarcity - when there are fewer of something people tend to pay attention and tend to be influenced to act. Creating a sense of urgency is a valuable skill as a leader, but also tricker to use. It is important to look for opportunities to use to help your team achieve their goals.

Great read on Servant Leadership. I especially loved this: "Sometimes the best way for leaders to serve employees — and their organization — is to create a low-risk space for employees to experiment with their ideas." When everyone is allowed to think freely and experiment with new ideas, it breeds innovation and collaboration. ⚡ 🙌 #servantleadership #leadership #thinkfreely #creativity #innovation #HBR #collaboration

You can now access our report on the future of leadership in English.

We are pleased to present that our Leadership Report “The Art of Leadership in New Times,” is now available in English! As the business environment continues to evolve, so will the concept of leadership. Today’s business climate requires leaders who can not only deliver a positive financial result, but also create an engaging and thriving culture. Understanding the challenges and opportunities in leadership is therefore critical for companies aiming to navigate in today’s business landscape. The report offers six key takeaways and insights from over 1,000 Swedish leaders and board members, providing valuable guidance for leaders globally. Topics include: - Challenges that test leadership - The business benefits of enhancing leaders' self-awareness - Leadership behaviors that drive success - The power of organisational culture - Constructive and destructive leadership Access the full English version here: https://lnkd.in/dT254dyG

What’s the difference between mission-driven and developmental leadership?  The idea of having a strong mission is rarely questioned.  We have a solution that the world needs. Our job is to make them understand why.  We aim to do good, to push our customers toward something better.  We wave the flag and lead the way.  Yet we run into the Resistance. People tend to push back. What are we missing?  For one, people don’t like to be pushed.  Often mission-driven work is well intentioned but ultimately coercive.  We may be forcing our values onto systems that we don’t really understand, expecting them to adopt our practices and ways of thinking.  When they don’t, we scratch our heads and get frustrated.  Developmental leadership begins with working to understand the living systems we are intervening in on a deeper level.  Working to understand their unique context and the value-adding roles they play within larger systems.  Working together to realize and actualize the potential that is calling them forward through a developmental process.  Developmental leaders engage in this process with the aim of evolving the capacity of these living systems, as a wholes, to express their unique essences more fully through this value-adding process.  ⚡ What if instead of leading with answers, we led with questions aimed at cultivating this depth of understanding and building co-evolutionary capacity?  How would this change how we engaged our stakeholders through the process? 🔔 Follow for more insights on #developmentalleadership #peopleandculture #greentech

"54% of leaders struggle defining leadership.” It's a common struggle.😐 Sometimes, I wonder if there’s a specific style I follow or if I should just let the principles guide me. So, I penned down some thoughts that reflect my approach to leadership. Here are three key principles I abide by: -𝐓𝐞𝐚𝐦-𝐟𝐢𝐫𝐬𝐭 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡 Guiding efforts in the right direction is key. I strongly believe that if each individual in my team is able to give their best, the eventual outcome will be the best it can be. Yet, many times, trusting my team and allowing them to explore has led to superior outcomes. -𝐎𝐮𝐭𝐬𝐢𝐳𝐞𝐝 𝐎𝐮𝐭𝐜𝐨𝐦𝐞𝐬 I push my team to imagine big and avoid getting stuck with the status quo. At Venwiz, we aim for large-scale impact with a small team using tech and innovative solutions. 🚀 -𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 Even when it's easier to withhold information, I trust my team with the full picture—the good, the bad, and the ugly. The way they handle it is my barometer of transparency. 🔍 If I weren't transparent, we would lose trust and hinder our ability to tackle challenges effectively as a cohesive unit. These principles shape how I lead and help me nurture my teams. What leadership techniques have worked for you?🚀 #Leadership #TeamManagement #Transparency

Hot take #1: The power of leadership programs is not in the content. That’s just a starting point. The power of leadership programs is found in the collective experiences and perspectives within the group. Social learning. That power needs to be harnessed through professional and effective facilitation to bring people leaders together to share openly and ask pointed and thoughtful questions to guide the group through discussion. Hot take #2: Challenges that one people leader is facing are likely not isolated to that one person. Discussing common challenges as a group, possible approaches and applications, and implementing real play to practice ways of handling the challenge is the secret sauce. Hot take #3: Having a bunch of people leaders - seasoned or new, in a room listening to someone reading out slides and talking at the them is not a good use of anyone’s time. Traditional training structure is old school. Hot take conclusion: Less slides, less live theory, more pre read/pre listens, more guided discussions and elevated conversations to connect the room across commonalities.