You’re in a leadership role. How can you adapt to any situation?

é crucial avaliar cada situa??o antes de agir. Pare, respire e analise os fatos, objetivos e emo??es envolvidas. Considere a urgência, alinhe com seus valores e pense no impacto na equipe e partes interessadas. Ao fazer isso, ganhe clareza e perspectiva para evitar conclus?es precipitadas.

As a leader, You should know that there will be situations which you call “first time” situations, where you would not have had previous experiences. In such situations, always connect and leverage your Operating network for opinion and guidance.

Por la naturaleza de las posiciones que he desempe?ado por los último 20 a?os, la única constante han sido situaciones atípicas y novedosas. Mi consejo es: No hay recetas, cada caso es único y amerita una solución y aproximación distinta. Y en todos casos, la metodología en las generalidades que pudieran caber para un mejor resultado, en mi caso, es mantener los oídos alerta, recolectar lo más de información posible, ser flexible a cambiar los planes preconcebidos y muy deseablemente, evitar el síndrome del héroe o el Llanero Solitario, es decir armar un equipo con el que se puedan contrastar ideas y ver distintos puntos de vista. Sobre todo tener la humildad de reconocer que siempre habrá algo nuevo que aprender.

It is so easy to jump straight to conclusions, simply reinforcing any stereotype or bias one might have to start with. Paradoxically, it might be more difficult for more experienced leaders, somehow convinced it is a similar situation to one they already dealt with. Being aware of one's own biases, preferences, and preconceptions is a good start, as is being aware of own emotions at play. Similar awareness of the other's emotions is very helpful, too. The next step would be to ask open-ended questions, gather all the facts, and learn the perspectives of all involved in a situation.

As a leader, it's essential to know and understand oneself well. Transactional Analysis by Eric Berne provides an extremely useful model for reflecting on and consciously steering one's own attitude and approach. By stepping out of the passenger seat of our personality and actively assuming the driver's role, we can think more clearly, make better decisions, and lead more effectively. Only those who can consciously steer themselves are able to lead others successfully. So at the at the end it's all about own mindset.

Após avaliar a situa??o, adapte sua resposta ao contexto e ao resultado desejado. Utilize diferentes estilos de lideran?a, como direcionador, de apoio, participativo ou delegativo, conforme a competência e comprometimento da equipe. Empregue técnicas de coaching e mentoring, como escuta ativa, questionamento eficaz, feedback e orienta??o, de acordo com as necessidades e metas individuais da equipe.

Any leadership position calls for adaptability. Every person on your team will have a different background, level of experience, personality traits, etc. Those differences in ability, knowledge, skill levels, as well as self-confidence and motivation call for different styles of leadership. There is no single best leadership style, but there might as well be an optimal style for a given person in a specific situation. That means, if there are multiple people involved, there might be a need to adapt your style to achieve the best results.

In order to be able to choose your response, you get to do the inner work first. Yes, situational leadership is important. In practical terms, you want to make sure you don't let triggers get in the way of your response. Bringing situational leadership and your coaching skills effectively requires a high level of self-awareness, emotional intelligence, and mindfulness. These are not tools, but rather mindsets, a way of being, not something you learn from a book. To effectively lead others, create a space for yourself first to catch any self-limiting beliefs, recognize your triggers, build your self-command "muscle" and be able to show up vulnerably and powerfully as a leader. That is why top performers have coaches and mentors.

In my experience, taking time to understand the situation and be swift in your action is crucial. Sometimes, it involves making very painful decision. However if we stay true to our value system knowing you are not acting for just your own good, you will be at peace with the decision made and gained the respect of the people you lead.

The tone of response matters a lot in the current world. Hence the respondent need to be emotionally neutral before constructing the response.

A eficácia na comunica??o é essencial para lideran?a. Comunique-se de forma clara, respeitosa e autêntica, escolhendo o tom, a linguagem e o canal adequados. Demonstre empatia, compreens?o e curiosidade, utilizando habilidades de inteligência emocional e consciência social. Empregue técnicas de coaching e mentoria para capacitar, motivar e desenvolver sua equipe, em vez de simplesmente ditar instru??es.

Communication is key, especially in situations where other participants have all the information yet can not reach a consensus, whereas the leader is missing at least some details. To effectively step in, a leader needs to communicate effectively, taking into account the varying levels of communication skills of others involved. If only the loudest voice is heard, or a voice of a leader's 'personal favorite' weights double, or there is any other perception of unfairness (either in fact-gathering discussions or when communicating decisions), it is detrimental to people's engagement and trust in any future discussions, which ultimately leads to worse decisions.

Communication is the cornerstone of effective leadership - clear, respectful, and authentic, tailored to the situation, lays the foundation for a cohesive and responsive team. Incorporating empathy, understanding, and curiosity into our communication is crucial, as is utilising EI and SI to connect on a deeper level with team members, creating an environment of trust and collaboration. By empowering and motivating through guidance and support, we create a culture of continuous mindset growth. Effective leadership communication is a dynamic interplay of elements – tone, language, channel, empathy, coaching, and mentoring. It's a strategic blend that guides the team toward common goals and inspires them to achieve their full potential.

Kommunikation ist tats?chlich fast immer der Schlüssel zum Erfolg. Der erste richtige Schritt jedoch ist allerdings meiner Meinung nach aktives zuh?ren. Das hei?t, man gibt seinem Gegenüber genügend Raum, um seine Bedürfnisse/Ansichten etc. zu teilen ohne direkt darauf reagieren zu müssen.

Communication indeed plays a pivotal role in a leader's adaptability. Clear, respectful, and authentic communication, tailored to the context and audience, is paramount. Employing empathy, understanding, and curiosity fosters meaningful connections and enhances social awareness. Utilising coaching and mentoring skills enables empowering, motivating, and developing team members effectively. It's about fostering an environment where everyone feels valued, understood, and supported, regardless of personality preferences.

By not being the smartest (or loudest) person in the room. Don’t rob the team of their own thinking, problem-solving. Tap into their talent, experience and expertise - and role model situational awareness. In disaster or crisis, command and control maybe be essential. In most all other situations - promote caregiver-led, quality-facilitated and leadership-supported daily improvement methodologies. Go slow to go fast!

There's no objectively best solution for situations involving people. What works in one situation with one group, might be disastrous in another. Ideally we would be able to assess and evaluate outcomes, but that might prove difficult, as people might suppress negative reactions due to personal and cultural differences. For this reason, asking for feedback is so important. They rightly say that feedback is a gift. Reflecting on it and adapting is probably even harder, but that is the best way to improve. It's a crucial prerequisite to being effective in giving feedback. When giving feedback, be more like a mirror than try to change others. Reinforcing all the positives might prove much more effective than just concentrating on the negatives

Be open to receiving both positive feedback and constructive criticism. Positive feedback can reinforce effective behaviors and strategies, while constructive criticism is invaluable for identifying areas for improvement. Approach all feedback with a growth mindset, seeing it as an opportunity to learn and develop rather than a personal critique.

The toughest feedback to hear is often the greatest gift we can receive. As we peel back the emotion and focus on the opportunity, we have the unique ability to see a place where our strength can meet our prior weakness.

Feedback is one of the “things” that are “good to say” and sometimes we simply do not implement it on our daily basis. While receiving the blessing of getting feedback, listen to understand and not no “respond”/ justify. Free your mind! Digest what you have just read/ hear.. See what and how you can do better and which is the best way to do it.

And remember, as living Medal of Honor recipient Brit Slabinski says, “You are never too junior to have the BEST idea in the room… and you’re never too senior to be WRONG.” ??????????

As a leader one should have adaptability to Change. Change is the only constant. To accept the change one needs to move out of the comfortable zone & embrace the new water. This crossing the boundaries makes us flexible to accept any challenges. Flexibility fosters & encourages massive actions, learning from actions & failures to generate innovative & creative ideas.

Be conscious of the culture of the company and country that you are communicating with. Ensuring that you communicate effectively, and ensure you listen to the impact of what you have said is impacted by the established culture of the audience. If it is not normal to share your opinion with Senior Leaders then you will miss out on important diverse perspectives. It is therefore the role of the leader to create an environment where openness is recognised positively.

Over the years I have come to realize that the only thing constant in life is change. For that reason one must always expect the unexpected to occur. Being able to think on your feet, identify solutions and redirect is imperative to overall success in any arena. Being able to realize and accept that a plan, no matter how well you believe it was thought out, to be successful change needs to happen is a sign of strong leadership.

2 simple things: know yourself and curiosity. Being flexible in thinking and your leadership style is dependent on you knowing yourself. This includes your opinions, biases, and beliefs...as well as your fears and insecurities. A great inhibitor of curiosity is fear. Fear of looking incompetent, fear of losing perceived power, imposter syndrome, to name but a few. If we know ourselves and our fears and know what is fuelling our thoughts and behaviors, we can suspend them to take a stance of curiosity. We put our selves aside without an agenda to discover what the situation needs from you. Sometimes this is acknowledging that we might be wrong to allow creative thought to lend to flexibility. We don't know what we don't know, so find out.

As a leader, adapting to any situation requires a commitment to continuous reflection and improvement. By regularly assessing both successes and challenges, leaders gain valuable insights into their decision-making processes and the effectiveness of their strategies. This reflective practice allows leaders to identify areas for growth and refinement, fostering a culture of continuous improvement within their teams. Embracing a mindset of continual learning and adaptation not only enhances a leader's ability to navigate diverse situations but also sets a positive example for the team, encouraging a collective commitment to growth and excellence.

Self-reflection for a leader should not only answer 'Did it work?', but more importantly - 'Why?' or 'Why not'? I was always happy if it influenced which book I read next to get deeper insights and be more effective next time. Leaders should also strive to help their team members self-reflect and improve, and this might be the essence of coaching.

As a leader your primary objective is to deliver to the organisations goals ! AND to develop your team to their full potential. In my experience the above is possible when you and the team is clear on the objectives, they have the comfort of providing their views which may be very different from the leaders. They have the confidence that you have their best interest and their back always. It’s fine to call out facts when outcomes are not as per expectations as long as you are fair . The above assist leaders in contributing effectively in majority of situations.

If you are in a leadership role, you are managing people who have bestowed their trust in you for critical decision making that impacts most of them on a day-to-day basis. So, my first step would be to humanize the situation and think from the lens of people who are getting impacted by my decision. It is very important to listen to what people (who are getting impacted) are saying. Maybe I would have an advisory group who gets me the ground level chatter from each function and provide me ground zero to assess the situation effectively.

As a leader it’s very important to 1. Stay Open Minded as it’s crucial to understand new ideas and approaches even if it differs from your plans or ways of working 2. Embracing change is very important and instead of resisting change view it as an opportunity for growth. 3. Stay Calm when things are not going your way and maintain a positive attitude.

Delegation of responsibilities—not necessarily to your immediate or next-ranking colleagues but to those that you have observed to be capable and willing to work—is to me one way to adapt to getting the work done.

The magical stick is to “Own the Outcome” of whatever decision you take in any situation 1. Acknowledge your contribution in the results, whether they are positive or negative. 2. Analyze the consequences to understand what went well and what could be improved in the future 3. Communicate openly with your team about the outcomes, the reasons behind them, and any necessary adjustments moving forward. 4. Use the insights gained from the consequences to adjust your strategies, behaviors, and decision-making processes as needed for higher adaption Setbacks are opportunities for growth and by owning the consequences of your actions, you demonstrate integrity, leadership, and a commitment to continuous improvement.

Remember before you can lead others, you need to lead yourself. Then you bridge your leadership of self to others by deepening your empathy. An empathetic leader is an effective leader.

It's a misconception that being in a leadership role one has to be able to do it all. Leadership also means acknowledging our vulnerability and asking for help when needed. Adaptability comes from a mindset that humbles us to accept that things may not go as per plan and enables us to adjust, improvise, & realign our objectives accordingly. Great leaders will do this gracefully, taking full ownership without blaming or judging themselves or others in the team.

It’s all about experience. Knowing the situation, Assessing it and being in control. One has to be flexible, open to new ideas and being ready to re-strategise according to the situation. This can be achieved by continuous learning and taking feedback’s.