Currently, organizations are facing many challenges that demand leadership and change. In essence, leadership alone does not necessarily mean demonstrating formal authority within the organization. Instead, leadership is characterized by the determination to contribute value that drives the organization’s vision and objectives. Leaders establish goals, setting the stage for strategic planning and implementation. However, as organizations strive to remain competitive in the demanding marketplace, a shift in leadership dynamics is critical. Technology, political, and cultural aspects force organizations to adopt changes in leadership dynamics (Koçak, 2019). Indeed, organizations face many uncertainties moving forward, and remaining relevant requires being innovative, agile, and adapt to the changing needs. Strategic management and strategic competitiveness are driving a shift in leadership among business organizations.
Further, leadership roles in today’s business environment are moving away from setting visions and motivating employees to create conducive work environments that foster innovation and creativity. Business organizations need leaders and employees who are willing to be creative to push the organization forward. As such, these organizations must shift towards a set of leaders who can get the best out of each individual and collectively use their unique skills and talent to accomplish the set objectives. Teams drive creativity and innovation, but conflicts within these teams can have severe implications on their effectiveness to perform. Therefore, leaders must be at the forefront in resolving conflicts within these groups, establishing individual and team goals, and communicating the change (Mahlomotja, 2019). A common misconception is that innovation is always fun. However, innovation requires collaboration among diverse teams.
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Leadership and diversity in the workplace have become intertwined, defining teams, leadership approaches, and organizational effectiveness. A shift in leadership dynamics is necessary to capture the power of diversity in the workplace, whereas the efficiency and effectiveness of teams begin with leaders taking advantage of diversity and talents within the teams (Kelly & Carton, 2020). Moreover, a new leadership brings the right mindset, attitude, and skillset to manage diverse teams. A fresh perspective and focus on the tasks ahead are also critical to being innovative, effective, and goal-oriented. Undoubtedly, business organizations are going global, and they need leaders who understand the dynamics of globalization, diversity, and strategic competitiveness. A shift in leadership dynamics will bring a new set of leaders who can integrate diversity into the organization's processes. Building accountability and responsibility around diversity and talent management is a critical component of leadership dynamics.
Changes are inevitable in any business organization. Adopting changes within the business environment require leaders to accept the change first then communicate these changes to the employees. Altering leadership dynamics through training and development will help achieve efficiency and performance altogether. Leaders must first envision change before relaying these changes down to other employees. Without the right skillset, envisioning change and focusing on what matters is hard. Training leaders to be better focused is crucial in preparing them for the inevitability. Promoting diversity, innovation, and competitiveness encompasses adopting leadership dynamics that foster communication, collaboration, and commitment (Mousa et al., 2019). For change to be effective, leaders must communicate the "why" and "when" aspects of change to all employees. Without communication, employees will misunderstand and resist change. Further, leaders must remain committed to the organization's vision and change process. Through collaboration, leaders can achieve successful change management. Therefore, changes in leadership dynamics should focus on instilling vision, commitment, and agility in the organization.
References
Kelly, S., & Carton, T. (2020). Diversity and Leadership Literature, Critical Intersections—Leading as a By-Product of Diversity. Open Journal of Social Sciences , 8 (05), 432. Doi: 10.4236/jss.2020.85030
Koçak, D. (2019). New Leadership Dynamics in the Information Age: Lateral Leadership and Thought Leadership. Kocaeli Üniversitesi Sosyal Bilimler Dergisi , 2 (38), 223-241. DOI: 10.35343/kosbed.628466
Mahlomotja, R. G. (2019). Leadership dynamics in a VUCA business world (Doctoral dissertation, University of Pretoria). Retrieved from https://repository.up.ac.za/bitstream/handle/2263/68880/Mahlomotja_Leadership_2018.pdf?sequence=1
Mousa, M., Puhakka, V., & Abdelgaffar, H. A. (2019). Climate change, responsible leadership and organizational commitment. Management of Environmental Quality: An International Journal . DOI: 10.1108/MEQ-11-2018-0198
