Lead to Win - Lead Now!

When discussing development, our minds often gravitate toward a fundamental question: "Is there a framework or model available to guide us?" Such a framework would simplify implementation, monitor progress, track results, and enable changes to reach desired outcomes.

Throughout the 1930s, social scientists began conducting studies into modern leadership development, many limited to addressing just one dimension of leadership. In the 1990s, it was widely acknowledged that businesses were becoming increasingly complex and that leadership development needed to adapt to these complexities. To adequately address today's multifaceted business environment, models and frameworks became essential. In response to this need, various management experts and organizations began introducing models based on their research and study findings. One such model we will explore in-depth is Lead Now!

LEAD NOW! Leadership Development Model, developed by Stewart Leadership is based on 50 years of collective management and leadership coaching experience with leaders from Fortune 500 companies, government agencies, and other worldwide organizations. The model is built from surveys of 8,000 executives, managers, supervisors, and employees. These respondents were asked to rank the most critical behaviors of an ideal leader according to their own perceptions.

It is a simple and comprehensive framework that emphasizes the importance of leaders not only leading their teams but as well as teaching them how to become successful leaders themselves. It also emphasizes the importance of self-awareness and self-reflection for leaders, to understand their own leadership styles and identify areas for improvement. It also discusses the importance of creating a culture of trust, transparency, and accountability within teams. Additionally, it covers a range of required dimensions including navigating change and disruption, building high-performing teams, and leveraging technology and innovation.

The Lead Now! model outlines the crucial connection between an organization and its employees, emphasizing the importance of achieving both Business and People Results. It's essential to understand that just as an organization needs to flourish, so do its people. Uniting the growth and development of both the organization and the people will ensure sustainable expansion. The model also encompasses the four critical relationships that a leader must cultivate to thrive in their position: with superiors such as bosses and boards; with peers, including leaders at the same level within different sectors of the organization; with direct reports; and with external customers. Nurturing these relationships is key to leadership success.

The foundation of this model lies in 21 fundamental leadership competencies or dimensions grouped into four quadrants.

Quadrant I, named CREATE PURPOSE, encompasses Customer Focus, Effective Communication, Presentation Skills, and Strategic Thinking. These competencies cover leadership strategic aspects, such as formulating a visionary goal for the organization. They also devise plans to cater to customers' needs and communicate effectively with stakeholders. It is worth noting that Customer Focus does not imply acting upon customers' needs but rather providing them with optimal solutions that utilize the leader's knowledge and expertise.

Quadrant II, named DELIVERING EXCELLENCE, leaders focus on delivering outstanding results across various dimensions. These dimensions include decision-making, delegating, dependability, focusing on results, personal integrity, and problem-solving. It's crucial to understand that excellence isn't synonymous with perfection but rather the quality of being exceptional. Being an outstanding leader entails making timely and effective decisions. It also involves delegating tasks to the right individuals who can complete them according to specified requirements and standards and being someone others can rely on. Effective leaders prioritize outcomes over processes and work on developing people. They hold themselves and others to the same high standards, and they're adept problem solvers who empower their teams to solve problems in their own way.

Quadrant III, DEVELOP SELF & OTHERS, encompasses the dimensions of Coaching, EGO Management, Listening, Personal Development, Team Building, Time Management, and Valuing Others. As a leader, one has the responsibility to develop oneself and the team members. It is crucial to maintain a balance between personal and team development, communication, planning, and execution. Effective leadership involves coaching and empowering team members to see problems from different perspectives, evaluate themselves more effectively, and implement the most effective solutions. Ego management and valuing others are crucial competencies for leaders as the power to influence others may sometimes lead to negative outcomes. Effective time management is a critical skill that enables the leader to set an example for the team and create a productivity culture. Ultimately, a successful leader must develop and maintain a cohesive team dynamic.

Quadrant IV, LEAD CHANGE, consists of the dimensions of Change Management, Innovation, Inspiring Commitment, and Organizational Savvy. Leaders must not only initiate change but also act as a catalyst. This is done by encouraging others to identify areas that require improvement and implementing the necessary changes to produce positive outcomes. Visionary leaders must also innovate and disrupt, leveraging their knowledge of the organization, its business, and its formal and informal networks. This is to successfully achieve collective victories.

In summary, "Lead Now!" is a leadership development model suitable for leaders regardless of their levels and areas of responsibility within an organization. It is designed to equip leaders with the skills and knowledge they need to succeed in a rapidly changing business environment. It emphasizes the importance of learning, adapting, and innovating to create lasting success for all stakeholders.?