Here's how you can navigate and overcome the potential pitfalls of being too rigid in a leadership role.

Adopter une Mentalité de Croissance Apprentissage continu : Encouragez-vous et votre équipe à apprendre constamment de nouvelles compétences et à acquérir de nouvelles connaissances. La mentalité de croissance vous permet de voir le changement comme une opportunité plut?t qu'une menace. Récompense de l'innovation : Célébrez les idées nouvelles et les approches créatives. Valoriser l'innovation aide à créer une culture de flexibilité et d'adaptation. 2. Impliquer l'équipe dans le Processus de Changement

We need to welcome criticism in our pursuit of personal growth. Marcus Aurelius faced much criticism, yet he welcomed it throughout his life and as Emperor of Rome. He describes this perfectly in Meditations, 6.21 "If anyone can give me a good reason to think that I am going astray in my thoughts or my actions, I will gladly change my ways. For I seek the truth, which has never caused harm to anyone; no, the person who is harmed is one who persists in his self-deception and ignorance." Criticism, delivered constructively, helps us perform better and improves our behavior. It encourages us not to become static and always to be learning.

Leaders are learners. Great leaders know that leadership isn’t about arriving at a destination or achieving a position. Leadership is about influence and impact, and that means it’s a journey that doesn’t end. The best leaders, the ones who are best able to overcome the leadership challenges that come their way, are the leaders who can adapt. They’re the leaders who never stop learning and always look for ways to improve themselves. Great leaders are humble, hungry and smart. Great leaders have a mindset of continual growth. And when a growth-minded leader faces challenges, they can adapt, learn from them and come out on the other side even better equipped to tackle the next one.

It’s also tempting to sugarcoat things or withhold information. To take “staying positive” a step too far. Maybe there’s real danger to the organization, and you’d rather insulate your team from it. But far and away the best way to lead through a crisis is to prioritize clarity over comfort. Be real. Be transparent. It’s not the path of least resistance, by any means. But making the effort to shoot straight with your team, even if it’s not easy to hear, can only strengthen your organization.

Even if we experience further setback, having contingency plans in place will ensure that we are prepared to keep moving forward and achieving our goals; whatever they may be. Refusing to allow circumstances to distract us from our ambitions is essential. Taking proactive steps such as creating back-up strategies and plans can give us both motivation and clarity, empowering us to continue confidently on our path of progress.

Remember the fight-or-flight response? That’s where your amygdala—part of the limbic system, where we process emotions—goes on red alert in the face of danger, whether it’s physical or psychological. Times of crisis can be an absolute playground for your amygdala. So it can be an incredible challenge to stay calm—let alone model and encourage calm for all those in your care—when it feels like the wheels are falling off. But that’s exactly what your people need to see from you when the going gets tough. They need to see a leader who stays levelheaded during a crisis.

Définir des Objectifs Clairs et Inspirants Vision partagée : Impliquez votre équipe dans l'établissement des objectifs et assurez-vous qu'ils comprennent la vision globale de l'organisation. Flexibilité dans les méthodes : Laissez une marge de man?uvre pour que les membres de l’équipe puissent décider des meilleures méthodes pour atteindre les objectifs. 2. Développer la Confiance et l'Empowerment Délégation appropriée : Accordez à vos collaborateurs la responsabilité de prendre des décisions et de résoudre des problèmes, en leur faisant confiance pour agir de manière autonome.

Leadership isn't about cowering from the back of the room or pushing people around; rather, it's about taking ownership of how we live our lives every day and embodying traits that others can look up to. When we lead by example, this is an indication that we believe what we do is important, and sets an example to those around us that being a role model means living with values of integrity, accountability, and responsibility. We can never forget that each day presents us with opportunities to grow in ourselves, as well as those who will come behind us. Therefore, let us strive to be the person we want others to follow, by showing through our own behavior the collection of virtues we would like others to represent.

En tant que leader, votre capacité à donner l'exemple est cruciale pour encourager l'autonomie au sein de votre équipe et éviter les pièges de la rigidité. Voici comment vous pouvez le faire : 1. Pratiquer la Confiance et la Responsabilité Démonstration de confiance : Montrez que vous avez confiance en vos collaborateurs en leur déléguant des responsabilités significatives et en leur permettant de prendre des décisions. Responsabilité personnelle : Prenez la responsabilité de vos actions et reconnaissez vos erreurs. Cela encourage les autres à être responsables de leurs propres actions. 2. Promouvoir une Culture de Transparence et de Communication Ouverte

Being yourself as you show others it’s okay to be your true self, live one’s truth embodies a leader. Whose to say your values, ideals and opinions are right and mine are wrong? If you aren’t hurting another person, then why does it matter how another lives their life? It’s none of our business what they do with their lives and/or bodies as long as they aren’t hurting anyone or anything like our planet. How many of you hurt our planet everyday and believe you embody the right morals and values of a leader? I don’t see one.

Practice Humility: Recognize that no one is infallible. Embrace a humble approach to leadership, acknowledging your own limitations and learning from mistakes. Adaptability - Adapt your strategies based on situational demands. Rigidity can lead to missed opportunities and failures. By embracing adaptability and humility, leaders can avoid the pitfalls of rigidity, fostering a more dynamic and resilient leadership style.

QUI TAKEAWAY: Whatever your title or position, be a servant leader. Instead of asking your people, "What can you do for me and my business?", ask them three questions: “What do you think?” "How are you feeling?" "How can I help?" When you ask, listen intently, respond empathetically, and act promptly to take appropriate corrective action, your people will feel respected, appreciated, and valued. You will inspire and empower them to develop, not the business, but themselves and engage others. Soon, without a focus on profits, profits will grow, and everyone's experiences and, ultimately, their lives will be enriched.

Rigidity is a coping mechanism that usually comes from a response to overstimulation. The coping habits are a resistance to change of concepts and beliefs. The person takes the change as a threat, stressful, and unfair. Address this by using the Art of Acceptance. The AOA accepts that life will change, and you may not like or want it. Also, realize that trying to 'fight' the inevitable causes more unnecessary stress on you and your relationships. Build confidence in knowing that you have the strength and healthy coping skills to adjust to change, even if that requires time to reflect and regroup.

The better you are at making decisions, the better you can overcome the leadership challenges you’ll face. And how do you get better at making decisions? You have to start by understanding your own attitudes and beliefs, distilling them into a clear purpose for yourself and your organization, and making that the measuring stick for your decision-making. At InitiativeOne, we teach a Decision Frame that provides clear guidance for even your toughest decisions. It’s powerful because it starts at the very heart of who you are and why you do what you do. And it gives you a recipe for dealing with challenges in a way that’s consistent with your values, purpose and goals—as a person and as an organization.

équilibre entre autonomie et supervision Assurez-vous que l'autonomie accordée est équilibrée avec un niveau approprié de supervision et de soutien. Trop peu de supervision peut conduire à des erreurs co?teuses, tandis que trop de supervision peut étouffer l'innovation et la créativité.