4 Leadership Patterns Which Hinder Innovative Change
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Innovative Change - Rethinking the Rules: 4 Leadership Patterns Which Hinder Innovative Change March 2014
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Innovation drives the heart of every exceptional business, and successful innovative change relies on effective leadership. In this presentation, we identify and discuss common patterns seen in leaders who hinder innovative change in their organisations.
Transcript of 4 Leadership Patterns Which Hinder Innovative Change
Innovative Change - Rethinking the Rules:
4 Leadership Patterns Which Hinder Innovative Change
March 2014
Innovation drives the heart of every exceptional business, and successful innovative change relies on effective leadership.
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Leaders must be open to new opportunities, find ways to be innovative and be willing to change their own mindsets and behaviours.
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Unfortunately, leaders often hold themselves and their organisation back when it comes to making innovative change.
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What blocks these leaders from rethinking the rules and making innovative change?
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A Harvard Business Review article - Stop Holding Yourself Back - identified 4 common patterns seen in leaders who hinder innovative change. We summarise those patterns in the following slides.
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(*Read the HBR article here )
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Leading is not about you, your personal goals or charisma.
Pattern #1 –Not understanding the definition of leadership.
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Failing to understand that leadership is about making others better and unlocking innovation in those individuals is a formula for failure.
This pattern reflects a basic misunderstanding of the role of leadership.
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Acting like a leader can get in the way of leading.
Pattern #2 – Being distracted by your personal or public image.
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Falling victim to a self-serving image (i.e. The need to look smart.) gets in the way of learning, taking risks, and asking for or accepting help.
This pattern limits a leader’s choice of tools and actions to influence others.
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Filtering data to serve personal needs hinders decision-making.
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Pattern #3 – Turning competitors into enemies.
Misperceiving behaviours or motives of others limits leadership, silences open conversations, and inhibits employee engagement.
This pattern creates an environment of distrust which results in leaders making the wrong decisions.
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Failing to act without complete buy-in from stakeholders.
Pattern #4 – Overly waiting for permission from others.
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Stalling in order to always seek permission from the organisation, senior team or the Board before acting on what one believes is the right thing, shows a lack of character and audacity.
This pattern leads to missed innovation opportunities or never embarking on innovative change in the first place.
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How do leaders break free from these patterns, help their team members flourish and support their organisations successfully with innovative change?
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We’ll share those answers in our next presentation - 4 Strategies to Break Leadership Patterns that Hinder Innovative Change.
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Questions? Contact WiserChange™
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If you have questions about innovating change in your organisation or change
management, please contact the WiserChange™ team.
P: +61 2 99551212
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