Leadership 2020
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The document discusses leadership trends for 2020 based on a presentation by Gerasimos Tzamarelos. It notes that revolutions are happening in technology and the workplace. The main trends driving change are globalization, social technologies, and changing demographics. By 2020, there will be four generations in the workforce. Effective leadership will require collaboration, developing people, digital skills, global and cultural awareness, sustainability focus, adaptability to change, innovation, and strong communication. The document provides best practices for leading change, including developing a compelling vision, treating change as a journey, understanding the past, identifying all stakeholders, assessing readiness, and frequent communication.
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Leadership 2020
- 1. Leadership In 2020 Gerasimos Tzamarelos, PhD 16.10.2017
- 4. Agenda •Three trends in the 2020 Workplace •Impact on Leadership Development •What are forward thinking companies Doing •What can you do Now?
- 5. Revolutions are Happening 1880 Industrial Revolution 1980 1990 2010 Information Revolution Internet Revolution Computer Revolution
- 8. Generations in the Workplace What Generation Are U? Traditionalists : Born prior 1946 Baby Boomers : Born 1946-1964 Generation X : Born 1965-1976 Millennials : Born 1977-1997
- 9. Learning, Learning, Learning Inside Future N I O C A T D U E
- 11. The main leadership challenge…. “One of the main challenges is to deliver improved services through a motivated workforce”
- 12. Who is a leader? A one who has Leadership Qualities He is the one who influences others Has a Communication Model Can set Specific Goals
- 13. Leadership Qualities Technical Skills Human Skills Conceptual Skills
- 14. Leadership is Action – not Position Leadership Myths _Leaders Are Born _Leaders are Heroic _Leaders Performance is Measured by RESULTS and VICTORIES
- 15. Attributes of a Leader Authenticity Character Vision Will Wisdom Concern
- 16. Be a Leader – Not a Boss The Boss drives his Men, a Leader inspires THEM ! Boss says ‘’I’’, a Leader says ‘’WE’’ Boss says who is wrong, Leader says what is wrong
- 17. Best Practices in Leading Change
- 18. Process Change Is Multi-Dimensional • More Than • Designing a Process • Writing Procedures • Doing Some Training (If You’re Lucky) • Involves People • May Affect Their Day-to-Day Activities • Can Change the Perception of Power • What’s in It for Me? • Requires More Than Bodies, Need the Souls Also
- 19. Change Can Be Perceived As Positive or Negative • Getting a Job After Graduating From College • Getting Married • Having a Child • Child Leaving for College • Getting a New Computer • Losing a Job • Divorce • Death of a Parent
- 20. Why Do We Resist Change • Self-interest • Fear of the Unknown
- 21. Managing Change Requires Looking at All the Dimensions • Past History in Putting Change in Place • Organizational and Individual Current Stress • Who Will Be Impacted by the Change • Cultural Fit of the Change • Communication of the Change and Its Progress
- 22. Change = Motivation X Vision X Next Steps • Motivation – Some Good Reason to Give up the Status Quo • Vision – A Clear and Practical Vision of the Desired Future State • Next Steps – an Understanding of the Next Steps Required to Progress Toward the Vision • If One Is Missing, Little Change Will Take Place
- 24. # 1: Develop a Compelling Vision • How Things Will Be Better With the Change • More Than Sloganeering • Leaders and Change Agents Need Their Own Individual Visions and Need to Know How That Fits Into the Organization’s Vision • People Need to See How They Fit Into That Vision
- 25. # 2: Change Is a Journey • Develop Detailed, Multi-dimensional Plans • Change Description • Business Objectives • Human Objectives • Key Role Map • Vision • Detailed Activities, Resources, Timelines • Measurements • Recognize That This Is a Journey • Will Need to Adapt Plan As Needs Change
- 26. # 3: Understand and Own the Past • The Past Bounds Future Success • Identify Critical Success Factors From Previous Successful Changes in the Organization • Surveys • Interviews • Lessons Learned Sessions • Acknowledge Past Failures • Explicitly Plan on Countermeasures
- 27. # 4: Identify All the People Who Are Affected or Who Need to Be Involved • Create a Key Role Map of the Formal Organization • Sponsors (at All Levels) • Change Agents • Targets • Augment With Identification of Informal Organization Key People (Understand Why They Have This Influence) • Opinion Shapers • Gate Keepers • Idea Champions • Develop an Understanding of Their • Level of Influence • Level of Commitment to the Change
- 28. # 5: Analyze Their Readiness for Change • Assess the Organization on Their Readiness for This Particular Change • Surveys • One-on-One Discussions • Understand Where People Are • Early Adopters • Late Adopters • Laggards • Are There Outside Organizations That Are Influencers? • Understand Their Frames of Reference and Develop Communication Strategies
- 29. # 6: People Don’t Resist Their Own Ideas • Get People Involved Early in the Planning • Even If They Can’t Plan “What”, They Can Plan “How” • They Are Changed by the Act of Participating in Planning the Change • Surfaces Resistance Early and Can Potentially Manage It
- 30. # 7: Say It Once, Say It Twice, and Say It Again • Keep It Simple – No Jargon • Use Language of the People • Use Storytelling • Use Different Mediums • Memos • Group Meetings • Stories in Newsletters • One-on-one Meetings • (Have Different Levels of Impact) • Change Style of Communication Depending Upon • Where You Are in the Change • Who You Are Communicating With • Walk the Talk, Be Honest
- 31. Leadership competencies required in 2020: • Collaborative orientation • Developer of people • Digitally proficient • Global mindset including cultural agility • Conscious capitalist/green focus • Future focus • Adaptability/change orientation • Innovative/creative champion • 360 communicator
- 32. Questions?