Influencing Traditional Leadership Toward Innovation
Many discussions have been held on social media to prescribe how to make innovation happen thru leadership, org change, technology, mandate, etc. Consultants offer advice on where to look in our organizations for innovations, or better yet how to inject innovation strategically in to the DNA of organizations.
But ask a leader how he/she produces innovation – how they influence change beyond the scope of what their organization is designed to do and how they have historically executed what they do.
Go even beyond that: ask a leader how they have equipped other leaders to go beyond budgeting, project management, or forecasting, –to encouraging, managing, directing change. Creating a culture of influencing growth, learning, and personal/professional actualization.
In essence, how to we influence the traditional leader in our organizations?
How do we facilitate a shift to innovative, people-centric, full-systems thinking leadership?
As a point of reference; first, examine the environment. Before considering change – understand the actions of the day-to-day work. Does this help explain how the work gets done and why you get the results you get? This connection helps the “old guard” understand that any suggested change is not just some naïve shooting from the hip, “methodology” flavor of the month, or short-lived administrative campaign/leadership regime change.
Let’s dig deeper as we truck “Influencing the Traditional Leader” through the HBRogue think tank!
Q1-What does a “Traditional Leader” look like to you?
Q2-What would an “Innovative Leader” look like to you?
Q3-What would you observe in an “Innovative, People-Centric” culture?
Q4-How would you influence a traditional leader to change to an innovative leader?
Q5- How can you facilitate positive disruption in your organization?
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