OKR Coaches certified in the Outcome Mindset Method™ help organizations accelerate success by setting and achieving OKRs faster.
- Log in Request a Demo
The nature and rhythm of leadership will change substantially in 2021 as business leaders fully metabolize the disruption of operating rhythms wrought by the pandemic in 2020. Over the next few days, I’ll share my predictions on the Future of Leadership informed by my work with executive teams at some of the world's largest and fastest companies. While everyone is talking about the future of work, we aren’t talking about the future of leadership enough.
The big catalyst for change in our leadership practices is the speed of change itself combined with the ability to tap talented people with lower demographic barriers; fast-mover leaders are already creating fast advantage. Yet most management models weren’t designed for the speed we need to operate today — business cycles are much faster, the degree of change is much greater.
Our legacy management models now build latency into the fabric of our organization. Their artifacts are embedded in the way we think and how our organizations operate. Some of these byproducts are obvious, and others are invisible or insidious. Many of them slow us down.
As leaders, we talk about the importance of culture often — yet our management practices and the self-limiting behaviors below are the culture. In the series of posts over the next few days, I’ll explore these self-imposed speed limiters.
In this Future of Leadership series, I'll also offer reflections and solutions to these hazards for leaders that are charting their 2021 growth course and re-imagining the nature and rhythm of leading. Stay tuned and see you tomorrow!
Continue to Part 2: Tap The Well of Ambition »
Like it? Get more and share!
Get the Practical Guide to Enterprise OKRs