June 2022 Management Newsletter

In June's newsletter, I am going to cover the future of leadership in Metaverse (Web 3) and the second article would revisit my past LinkedIn article on Imposter Syndrome. This time the article would focus on leadership and Imposter Syndrome.

The Future of Leadership in a Web 3.0 World

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As the internet has evolved, business leaders have been forced to change how they communicate with their employees and business clients. Similar to communication, advertising, and other avenues, Web 3.0 will transform how professionals lead and the concept of leadership. Future leadership roles in Web 3.0 combine what we already know about leadership and add new dimensions to make leadership more robust. It is less reliant on authoritarian leadership and models like multimodal leadership and other more compassionate styles.

Like Web 3.0, transparency will also become a key leadership trait in the new internet age. As businesses transform, the mindsets of leaders should provide clearer communication as more Gen Z people enter the workforce and more technologies modernize the way business is conducted. Leadership in a Web 3.0 world must be forward-thinking and multi-dimensional.

An Increased Focus on Connectivity

The switch to remote and hybrid working models has expanded workforces for various companies. Geographical restrictions no longer hinder people from being hired as business leaders are becoming more open to globalizing their staff, embracing diversity, and championing innovation within their confines. Leaders should always prioritize diversity as it is a proven driving force of creativity and productivity. Transcendent leadership focuses on appreciating different backgrounds and their contributions.?

Furthermore, future leaders should embrace new concepts and befriend the unknown, creating better relatability between employees and leaders. As Web 3.0 and its blockchain-powered technologies permeate organizations, an openness to new ideas ensures that leaders continuously learn and adapt to changes. Leaders should be more curious and willing to ditch traditional leadership concepts to embrace new-age communication that makes them more relatable to their employees.

Having a Futurist Mindset

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Leaders can’t predict the future. No one can. But, leaders can identify trends and leverage data to determine potential touchpoints that may positively or negatively impact the organization. A futurist mindset allows leaders to be mindful of internal and external factors that could transform how they conduct their businesses. Nothing surprises leaders that employ a futurist perspective because the information is at their fingertips to help them get a good read on what will or will not happen. Futurists leverage facts and data rather than relying on guesswork or relying on what methods have previously worked.?

Futuristic leaders think of multiple scenarios, think through possibilities, and network constantly to ensure their organization stays ahead. With the innovations of Web 3.0 set to take over the public consciousness and more businesses adopting Web 3.0 principles, including Web3 tech, leaders should prioritize agility alongside intelligence as the traits they must have to succeed.?

Developing Greater Emotional Intelligence

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When it comes to the workplace, grateful and appreciative leaders should exercise greater emotional intelligence to develop progressive rapport with their employees and clients.?

Emotional intelligence includes various traits such as self-awareness, regulation, empathy, motivation, and strong social skills. Emotional intelligence shows that leaders understand how their emotions impact others and how they produce within the organization. Such self-awareness allows leaders to remain poised regardless of the work situation, maintaining an assurance for work ethics and fostering accountability.?

Nearly 85% of CEOs believe empathy drives business outcomes, boosting productivity and giving employees extra incentive to work. As technology advances and with more employees, particularly younger generations, demanding more personalized working experiences, leaders with high emotional intelligence win the trust of their staff and improve modernization.?

Emotionally intelligent leaders are also not afraid to be vulnerable. The misconception that leaders have to always be tough around their employees is flawed and hinders leaders from showcasing their greatest competencies. Vulnerability shows a human side that employees can relate to and ensures better connections to improve perspectives. Leaders better understand their strengths and have the wherewithal to work on their weaknesses without hesitation.?

As Web 3.0 gains prominence, so will the evolving responsibilities and traits of the future leader to ensure the transition to the new era of technology is seamless.?

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How Do You Combat Leadership Imposter Syndrome?

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Imposter syndrome can be crippling to one’s confidence in the workplace. This syndrome has people questioning what they have achieved and leaves them wondering if their achievements resulted from luck or someone else being overlooked. Imposter syndrome commonly leads job seekers to believe that they only get opportunities by accident rather than merit. Around 65% of professionals are affected by imposter syndrome and struggle with the mental strain that this syndrome places on them. It affects their capabilities and prevents them from believing in their skillset.

However, it isn’t just employees and job seekers who deal with imposter syndrome. Many executives have struggled with imposter syndrome at different points in their careers, creating a feeling of inadequacy that’s hard to shake. Being in a position to instill belief in employees and their abilities, leaders need surefire ways to eradicate imposter syndrome and generate a natural confidence to lead so their staff can confidently follow. Here are some useful tips on how to combat leadership imposter syndrome.?

Establishing a Connection With Your Team, Getting Real Feedback

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Imposter syndrome can leave leaders feeling overwhelmed. It causes them to believe they aren’t worthy of the position they’ve been entrusted with. In turn, this leads to indecisiveness and avoidance of feedback from peers. Leaders who suffer from imposter syndrome lack the momentum to see projects through, easily suffer burnout, and consistently downplay their contributions.?

Imposter syndrome doesn’t just go away imminently. Instead, it can linger around for a while, especially during steep learning phases when leaders grow to understand the causes of the syndrome, fully appreciate their qualities, and gradually get out of their comfort zone to achieve growth. To learn your true competence as a leader regarding your skills and leadership style, ensure you get as much feedback as possible from your staff. By collecting feedback about your impact and performance, you become less insecure about your abilities. You have concrete information from which you can directly address your strengths and weaknesses.?

Constructive feedback from your workforce allows you to look at your accomplishments with praise and enjoyment, becoming committed to building on what you have achieved so far as a leader.?

Understand You Don’t Have All The Answers

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No leader has all the answers for every scenario. A leader can’t have or maintain such a level of perfection. Leaders filled with self-doubt and a lack of self-awareness create underperforming teams. If you’re not motivated, why should your employees care about their tasks??

Embracing vulnerability and understanding that you can’t have all the answers shows strong emotional intelligence, striking more formidable connections with employees. Statistically, vulnerability is viewed as an asset to one’s leadership profile. It enables others to share their concerns or fears, leading to greater contributions from both sides. You validate why you were given the power to lead while also reassuring your staffers that you have faith in them to do the jobs that they are tasked with daily.?

Acknowledging Your Wins, Showing More Self-Compassion

Being in a position to lead men and women means you’re doing something right. Leadership doesn’t happen by accident or overnight. You put significant work in to get the position and have good reason to celebrate wins as you attain them.?

Imposter syndrome creates a false sense of non-accomplishment, meaning that if you haven’t learned and achieved everything, you doubt yourself. There will always be new skills to attain and new opportunities to capitalize on. Leaders must practice positive self-talk, avoid being self-critical and celebrate wins, regardless of how big or small they are. Whether closing a deal, successfully hosting meetings, or reaching a strong profit margin for a quarter, leaders should always recognize their achievements and use them as building blocks to attain even better results. More complimenting and less discrediting contributions give leaders a refreshing perspective of power.?

Imposter syndrome can be challenging to overcome. But, with more positive reinforcement and a less critical eye on past achievements, leaders can break out of the funk and explore greater possibilities by embracing all that works well.?