Why Adaptive Leadership is Essential

Workplaces and circumstances are constantly changing. Because your workload, team members, clients, and finances are always changing, your managerial and leadership style must change as well. 

The terms “management” and “leadership” are not interchangeable. Management is mainly concerned with dealing with complexity, people, and tasks, whereas leadership is concerned with implementing change and ensuring that the team works together to accomplish project goals. The most effective leaders can adapt quickly to changing situations and utilize the appropriate strategy for each occasion. Poor leaders, on the other hand, do the complete opposite and lack to find new solutions in stressful environments, resulting in confusion and chaos. It is vital to clearly articulate the mission goal and allow the team to perform. They must, however, think like a human and still be driven to navigate. 

So, why is adaptive leadership a must-have? 

Let’s start from the beginning. 

What Is Adaptive Leadership 

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Adaptive leaders cope with revolutionary change by recognizing adaptation and technological issues and challenging the status quo through strategies. The difference between a standard leader and an amazing one is their capacity to adapt. It is important to learn the adaptive-learning approach. It’s being an adaptable leader who is capable of managing a member of the team in an organization. In a nutshell, adaptive leadership is a strange mix of leadership effort, perspective, and talents that promotes excellence. Adaptive leadership qualities have the potential to control leaders to places where others are unable to.

Leaders that have an adaptive style are goal-oriented, self-aware, and also have excellent communication and interpersonal skills. They delegate the appropriate responsibilities to the appropriate individuals and give opportunities for professional growth. Since they do take effective action, they rarely do it in a reactionary way without taking into account all potential scenarios. Since they establish flexible groups that welcome uncertainty and transform fear into good outcomes, adaptive leaders achieve greater scores.

Adaptive Leadership Skills 

Adaptive leaders need to have a few skills that will make them constantly evaluate their activities, acknowledging that they will need to adapt and change their actions as they get a better understanding of the results of their choices. So, here are the 5 adaptive leadership skills a leader must have: 

Organization 

Authority figures must be honest and open. Employee perceptions of equal treatment are known as organizational justice. Changes are more easily accepted and understood by management and customers when adaptable leaders offer all the information.

Emotional Intelligence 

Emotions and emotional knowledge to understand and recognize the feelings of others too as your emotions. Adaptive leaders can manage their emotions and empathize with others. Because they have seen the ‘individuals’ beyond the problem, empathy enables leaders to adapt to adaptive difficulties.

Problem-Solving

Rather than the traditional keep dividing strategy, consider how both sides might gain. Working jointly will benefit both different parties and internal employees of the group. For instance, a combination with a competitor may be more advantageous than continuing to spend money in an attempt to outperform the rival.

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Growth 

Embracing education and constant growth is an important part of adaptive leadership. Leaders should not be scared to experiment with novel approaches to solving challenges. They really should support their workers’ invention and inventiveness, even if the answers may not always work.

Character 

If something isn’t working, adaptive leaders are willing to change direction. The adaptive leadership approach necessitates being open to receiving feedback. Also, value diversity and recognize that everyone has a different way of approaching problems.

Why Companies Need Adaptive Leadership

The simple answer is that: the market is changing and must adapt well-organized strategies that will meet you, your customer, and your worker’s needs. 

And the long answer is that most companies are still mostly using old-gen hierarchical structure designs with little innovation, although technology is rapidly advancing, and the gap is growing at a quicker rate than it has ever been. So, most leaders still operate under the traditional approach of maximizing their companies’ performance and meet market requirements for consistent quarterly outcomes, while attempting to develop in circumstances that prioritize efficiency above innovation. Finally, institutions no longer function within their circle of interest according to their vision and values. Instead, they nowadays are part of bigger eco-systems of partners, influencers, geographic firms, agencies with which they must collaborate to succeed. 

Melissa Mauro, a content marketing manager at TrustMyPaper, says: “Technology is currently greatly exceeding societal adaptation, and the gap is widening rapidly. It is becoming increasingly important to accelerate and close the gap between social/organizational adaptation and technological advancement.”

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The bottom line is that, although the world changes at an unprecedented rate, and the market environment is becoming more complicated with eco-systems as the fresh level of observation, organizational social models are trapped in a traditional model that is still hierarchical in many ways, dull to adapt, and therefore unable to stay current with the speed of development. That’s why we need adaptive leadership to adapt to the changes and provide new solutions. And leaders surely have unique and individual leadership styles. Each of them takes on the leadership style that makes good sense to them. A leader’s style of leadership can be based on mutual respect if he or she is working with an individual who is capable of completing the desired task and has the essential skills to do so.

Summary 

Adaptive leaders are more likely to be able to handle both optimization and innovation at the same time, and they may build their companies to support this versatile competence. And adaptive leadership is all about the 4 A’s: 

  • Adoption – because learning must be constant and answers can be adjusted as needed.
  • Anticipation – leaders must focus on future options, trends, and needs. 
  • Articulation – several requirements must be met to create communal knowledge and support for change.
  • Accountability – incorporating complete transparency in judgment and responsiveness to criticisms and comments. 

A company must be built or have the capabilities for flexibility and responsiveness to continuously change and improve. Adaptable leadership will accomplish both. Adaptive leaders seek to optimize performance while also focusing on innovation to increase production and be market disruptors.

Written by:

Nicole Garrison is a marketer, researcher, and business coach. She enjoys teaching others how to run a business, build plans, and use marketing tools to achieve success. In her free time, she provides SupremeDissertations services and reads books.

Employee Feedback: How Do Netflix and Pixar Deliver It?

Learn the exact methods Netflix and Pixar use for delivering feedback to their employees!

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Employee feedback: A key to successful employee performance

Providing feedback to employees is an essential component of every successful and productive company culture. Delivering feedback regularly helps to make sure that employees are on the right track and achieving their goals as targeted.

Unfortunately, most companies don’t utilize this powerful management tool. The Globoforce study found that 65 percent of employees say they’d like to receive more feedback than they currently get.

Recent Gallup research finds that only about one in four employees “strongly agree” that their manager provides meaningful feedback to them – or that the feedback they receive helps them do better work.

So how can you ensure providing regular and useful feedback to employees in your company? Learn from the leading companies! Let’s examine the methods Netflix and Pixar use for delivering feedback to their employees.

Pixar’s method for delivering employee feedback

Plussing is Pixar’s magic formula for giving feedback. Plussing has played a game-changing role at the film company Pixar. The general guideline is that you may only criticize an idea if you also add a constructive suggestion. Hence the name plussing.

Here’s an example:

An animator working on “Toy Story 3” shares her rough sketches and ideas with the director. Instead of criticizing the sketch, the director will build on the starting point by saying something like: “I like Woody’s eyes, and what if his eyes rolled left?”

Netflix’s method for delivering employee feedback

Stop-Start-Continue is another employee feedback model that was popularized by Netflix. In this drill, each person tells a colleague one thing they should start doing, one thing they should stop doing, and one thing they’re doing really well and should keep doing.

Netflix also created a system for sending “Stop, Start, Continue” feedback to anyone at the company once a year. The company picked an annual feedback day and asked that everybody send their comments, in “Stop, Start, Continue” format to everyone they had feedback for.

For those who want to know more

If you’re looking for more great tips for managing employees, sign up for our FREE 7 days email course: Short Leaderships Tips for Managers!

What Do Steve Jobs, Tim Kobe, Dan Goman and the like Have in Common? Disruptive Leadership

Evolution of digital technologies is gathering greater momentum each day and it has a great impact on the way markets are changing. With all these changes taking place, organizations and businesses need to become prepared for any disruptions coming their way.

How can businesses belonging to any industry do that? By listening to the disruptive voices of leaders like Steve Jobs, Tim Kobe, Dan Goman and the like.

What does disruption mean?

This term has been a buzz word in the tech industry in recent years. Basically, the term means changing the way of thinking or the way of doing things, in a business context. Disruption has the power to completely erode or alter markets by providing a more efficient alternative to existing products or services. Also, it can be the change-driving force of entire industries.

Disruption is closely connected to innovation, even though they do not mean the same. Startups are changing industries, innovators are changing the modus operandi, and nearly everybody can agree that a disruption carried out well is a positive thing.

How does this have anything to do with leadership if leaders are usually relied upon to help people work together towards the same, predetermined goals?

What is disruptive leadership?

A disruptive leader is a person holding a leadership position and who is always on the verge of finding new solutions, developing processes, their organizations and businesses. These leaders are ready to change things from the ground up to achieve the necessary results.

Steve Jobs belongs to this category and Apple’s unprecedented success can definitely be attributed to his leadership style and creative vision. He was known for his unapologetic criticism, which he defended by pointing out the results his team achieved.  

How industries benefit from disruptive leadership?

This type of leadership definitely benefits both organizations and the industries they belong to. The founder and CEO of OWNZONES Dan Goman has leveraged his team to come up with a cloud-native platform solution that has set new grounds in the entertainment industry. Dan Goman and his team didn’t want to accept standard benchmarks for success in the industry and disrupted the digital landscape by coming up with a post-production platform that helps content creators manage and deliver their content more effectively.

The disruption lies in creating software on the cloud itself and using a new IMF format to future-proof the content creation and distribution work and eliminate all the pain points of on-prem servers.

How disruption changes the customer experience?

An example of disruptive changes can be seen in the moves by Time Kobe. The CEO and founder of design firm Eight Inc., which has been the designer of Apple’s stores for the last two decades, led the disruption of the car dealership experience. The first things that visitors to The Lincoln Way store in China is the absence of salespeople. The showcased vehicles stand alongside displays where customers can find more information and configure their own features for a real luxury purchase experience.

Kobe advocates “returning to experience” where consumers who interact with a company have a simpler, easier encounter compared to what they’ve experienced before. If we look at their China store example, the company created a diametrically opposite experience to the one seen in high-pressure environments most car buyers get into today.  By doing so, they created an emotionally positive and memorable experience eventually resulting in a stronger connection with the brand.

Conclusion

Changes are certainly not an easy thing to accept but the times we live in dictate the need to adapt quickly. Leaders like Dan Goman and Tim Kobe and the organizations they are in charge of are ready to deal with difficult times and accept risk-taking and experimentation as mechanisms for thriving in a change-driven environment.

People who have disrupted their industries are aware that decisions and changes are not made at their whim and they never lose sight of the overarching goals. They trust their teams to steer projects in the right direction and, most importantly, they trust their vision of reaching new heights.

The Human Side of HR: What Makes a Great Administrator?

Businesses are made up of a multitude of working parts. From upper management down to the mailroom, everyone has a vital role to play. HR managers are an essential part of maintaining a well-oiled machine; they take care of the people who work there and maintain the kind of workplace that inspires people to turn up day after day, year after year. They are the people behind the people. In order to do their jobs effectively, HR managers need to have a variety of skills in their toolbox.

Hire the Right People

Hiring is a major part of HR responsibilities. It’s important to hire the right people; you want them to be engaged, capable, and in possession of a skillset that compliments the current work goals and progress. An experienced HR manager needs to know how to hire the kind of person who fits the company culture and values, and who will assist in reaching long-term goals as well as immediate needs. The wrong person, or hiring a good employee for the wrong position, can be detrimental. The right person can not only fit into your corporate culture but can help that culture grow along with the business.

Effective Training

A good hiring manager can recruit employees with all the skills required to shape the company’s ability to succeed, but they also need to help mold the employee’s skill set into their brand and workflow through comprehensive and effective training. An employee with a wealth of talent needs to know how to apply that talent, not just for best results but also in compliance with legal and labor laws. A thorough training regimen outlines expectations, any company-specific training, as well as what the employee can expect from the company. This communication is vital to ensuring everyone, including the company, can comfortably fulfill their expectations.

Employee Retention and Satisfaction

The link between employee engagement and revenue is well-established. A skillful HR manager is the cornerstone of employee satisfaction — and employee satisfaction is the key to engagement. HR can utilize programs designed to show appreciation for employee work; anything from food to incentive programs can energize employees. Likewise, public praise and spotlighting distinguished employees as well as a culture of positive reinforcement can be effective. HR must also stay on top of employee needs, whether it be in benefits offerings or promotion and salaries. Employees should feel needed, appreciated, and like they have something to work towards.  

Conflict Resolution

One of the more complicated aspects of HR is conflict resolution. An effective HR manager should be patient, even-tempered and able to navigate employee interpersonal and professional relationships (as they apply to the job) with a delicate touch. HR should be attuned not only to the needs of the company but of the employees as they apply to a productive and effective workplace. Conflict resolution can range from small interpersonal spats to the larger legal issues, such as sexual harassment. It is important that HR managers be thoroughly educated and knowledgeable about conflicts of a legal nature, for the safekeeping of both employees and the company.  

Follow Through

Your employees rely on you to make sure their work lives run smoothly. From benefits to paychecks, they need you to make sure the company fulfils their end of the employee contract. Prompt follow-through shows your employees their well-being is important and the company is invested in making sure they are in a safe, productive atmosphere. If employees do not trust HR, they’ll be less likely to seek out solutions to any problems from HR. They will be more likely to become bitter or malcontent, grow stagnant in terms of work or look for employment elsewhere.

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An HR manager who utilizes these skills will be able to work effectively and harmoniously with their company and workforce. Their administration skills can help boost productivity and make the workplace somewhere employees look forward to turning up for a long, happy future.