Leadership means the difference between the achievement of personal and organizational goals and the failure to achieve such goals and objectives. Following this proposition, it is crucial for any organization to invest in leaders with the ability to think of new ways to propel the organization. As an aspiring leader am keen in ensuring that I become such a leader who is able to craft long-range solutions to imminent organizational challenges. In doing this, I must focus on various articles and readings regarding the best aspects, skills, and practices that a future-oriented leader must possess. In essence, I believe that to be an effective leader in the future, one must align their leadership matrix in such a way that allows them to think and act differently from the conventional leaders. Here it is crucial to look at an organization as a whole in terms of how the various systems fit together.
A leader who is keen on making an imprint in the future corporate world must embrace the concepts of collective leadership to deal with the anticipated organizational challenges. This kind of leadership is embodied by Senge, Hamilton, and Kania (2015) who feel that leaders must step away from the existing limits to become formidable leaders. In essence, these are the kind of leaders who will go beyond the existing global challenges which have for a long time held back organizations from achieving their objectives. However, a future crop of leaders will need to learn from the mistakes of the current leaders who have failed to recognize the importance of collective leadership. As it is past leaders instead of working collectively with others have been guided by selfish desires to stand out as heroic and individualistic leaders (Walley, 2016). On the contrary, future leaders must be committed to ensuring that all people read from the same script for the benefit of the entire organization.
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Leaders must be open to new leadership perspectives, which aim at moving away from the traditional leadership perspectives. Here, a future leader must be ready to open their minds to new ideas and perspectives in the leadership matrix. According to Barlow (2018), a future leader must no longer rely on their organizational understanding but must be ready to work with others in the leadership field. Moreover, it is crucial for the leaders to allow their followers to air out their views regarding the organizational expectations and objectives instead of making all the decisions. The involvement of organizational stakeholders will allow such leaders to infuse best decisions from various spheres which are healthy for the future business enterprises keen on achieving greater organizational milestones (Neal and Conway, 2013). Leaders who are open are those individuals who are able to see reality through the eyes of other people who are different from themselves thus encouraging others to be open. Moreover, open leaders are able to build meaningful relationships which are based on networks of collaboration and trust and deep listening which foster collaborations.
As a leader, I would want to be viewed as a system thinker since I believe that this kind of leadership is a highly effective approach when it comes to managing organizations. According to Gladwin (2013), system leadership is an important leadership trait as it views complex entities as componential series which make up the whole organization. In other words, every part of the organization interacts and influences each other to get the required organizational results. As it is systems thinkers are supposed to take on a ‘whole-system’ approach to their leadership process if they are to maximize the organizational performance. Overall, I believe that as a systems leader, I would require having an in-depth knowledge of the organizational parts and how they interact with each other. Moreover, I believe that I should be the kind of leader who is not concerned about my personal achievements but rather help my followers to share the organizational dream.
References
Barlow, N. (2008). Rethinking how to open your mind . [Books24x7 version]. Retrieved from http://common.books24x7.com.libauth.purdueglobal.edu/toc.aspx?bookid=24645.
Gladwin, T. (2013). Leaders should be systems thinkers . [Books24x7 version]. Retrieved from http://common.books24x7.com.libauth.purdueglobal.edu/toc.aspx?bookid=57404.
Neal, A., & Conway, K. S. (2013). Leading from the Edge: Global Executives Share Strategies for Success . Alexandria, Virginia: ASTD Press.
Senge, P., Hamilton, H., & Kania, J. (2015). The dawn of system leadership . Stanford Social Innovation Review, 13 (1), 26-33.
Walley, P. (2016). Why HR leaders need to be systems thinkers. HR Magazine . Retrieved from http://www.hrmagazine.co.uk/article-details/why-hr-leaders-needs-to-be-systems-thinkers
