10 Qualities Every Leader of The Future Needs to Have

10-qualities-every-leader-of-the-future-needs-to-have

The reigning theory in business has long been that “alpha” leaders make the best entrepreneurs. These are aggressive, results-driven achievers who  assert control and insist on a hierarchical organizational model. Yet I am  seeing increasing success from “beta” startup cultures where the emphasis is on  collaboration, curation and communication.

Some argue that this new horizontal culture is being driven by Gen-Y,  whose focus has always been more communitarian. Other business culture experts,  like Dr. Dana Ardi, in her new book The Fall of the Alphas, argue that the rise of the  betas is really part of a broader culture change driven by the Internet —  emphasizing communities, instant communication and collaboration.

Can you imagine the overwhelming growth of Facebook,  Wikipedia and Twitter in  a culture dominated by alphas? This would never happen. I agree with Ardi who  says most successful workplaces of the future need to adopt the following beta  characteristics and better align themselves with the beta leadership model:

1. Do away with archaic command-and-control models. Winning  startups today are horizontal, not hierarchical. Everyone who works at an  organization feels they’re part of something, and moreover, that it’s the next  big thing. They want to be on the cutting-edge of technology.

2. Practice ego management. Be aware of your own biases and  focus on the present as on the future. You need to manage the egos of team  members by rewarding collaborative behavior. There will always be the need for  decisive leadership, particularly in times of crisis. I’m not suggesting total  democracy.

3. Stress innovation. Betas believe that team members need  to be given an opportunity to make a difference — to give input into key  decisions and communicate their findings and learnings to one another. Encourage  team-members to play to their own strengths so that the entire team and  organization leads the competition.

4. Put a premium on collaboration and teamwork. Instead of  knives-out competition, these companies thrive by building a successful  community with shared values. Team members are empowered and encouraged to  express themselves. The best teams are hired with collaboration in mind. The  whole is thus more than the sum of its parts.

5. Create a shared culture. Leadership is fluid and  flexible. Integrity and character matter a lot. Everyone knows about the  culture. Everyone subscribes to the culture. Everyone recognizes both its  passion and its nuance. The result looks more like a symphony orchestra than an  advancing army.

6. Be ready for roles and responsibilities to change weekly, daily  and even hourly. One of the big mistakes entrepreneurs make is they  don’t act quickly enough. Markets and needs change fast. Now there is a focus on  social, global and environmental responsibility. Hierarchies make it hard to  adjust positions or redefine roles. The beta culture gets it done.

7. Temper confidence with compassion. Mindfulness, of self  and others, by boards, executives and employees, may very well be the single  most important trait of a successful company. If someone is not a good cultural  fit or is not getting their job done, make the change quickly, but with  sensitivity.

8. Invite employees to contribute. The closer everyone in  the organization comes to achieving his or her singular potential, the more  successful the business will be. Successful cultures encourage their employees  to keep refreshing their toolkits, keep flexible, keep their stakes in the  stream.

9. Stay diverse. Entrepreneurs build teams. They don’t fill  positions. Cherry-picking candidates from name-brand universities will do  nothing to further an organization and may even work against it. Don’t wait for  the perfect person — he or she may not exist. Hire for track record and  potential.

10. Not everyone needs to be a superstar. Superstars don’t  pass the ball, they just shoot it. Not everyone wants to move up in an  organization. It’s perfectly fine to move across. Become your employees’ sponsor  — on-boarding with training and tools is essential. Spend time listening. Give  them what they need to succeed.

Savvy entrepreneurs and managers around the world are finding it more  effective to lead through influence and collaboration, rather than relying on  fear, authority and competition. This is rapidly becoming the new paradigm for  success in today’s challenging market. Where does your startup fit in with this  new model? -Martin Zwilling

How to Eliminate Habits Holding You Back From Success

how-eliminate-habits-holding-back-successHumans love routine. When it comes to achieving measurable goals,  this means we tend to do what we’ve always done, how we’ve always done it, in  the same order as always.

This also goes for our habits when working in teams. You’ve  probably been working with your team long enough to feel like you know what to  expect from them. You’ve developed habitual patterns in the way you interact  together. And probably, the feeling is mutual. Maybe it’s time to shake up those  impressions.

To be a better manager, it’s important to take risks and introduce needed  improvements. This often means identifying what’s working and what needs  improvement. Sometimes discovering those specifics is as simple as asking three  questions:

  1. What habits have gotten you where you are today?
  2. What habits may be holding you  back from reaching your next desired  accomplishments?
  3. Is it time to ask for feedback?

Taking a close look at your habits provides wonderful insight into what has  worked so far. It allows you to make conscious changes. My friend and mentor,  Marshall Goldsmith, wrote a book whose title says it all: What Got You Here Won’t Get You There. What habits are  you currently using that might be keeping you from reaching your next level of  accomplishments?

Here are a  few places to start: Do you start meetings on time? Do you  listen to comments fully without interrupting? Do you ask clarifying questions?  Do you look at the person talking or keep your eyes on your digital device? Do  you offer acknowledgement for a job well done or for new ideas? What habits have  you gotten into that serve you well? What habits need to be changed to help you  move forward?

Next, ask yourself what you’re doing that is getting in the way of achieving  your goals. I know an entrepreneur who recently realized he was using the first  hour of his day to try and catch up on email and touch all his social media  profiles. As a five-day experiment one week, he focused that hour in the morning  only on reaching out to new vendors to support his buisiness. This one simple  change allowed him to move his launch date up by three full weeks.

One way to discover what is and isn’t working well when it comes to your  habits is to ask for feedback from those around you. Asking for feedback won’t  signal that something is wrong. Rather, it shows you are open to new ideas and  approaches.

Asking for feedback can also fast-track your efforts. Feedback can maximize  your focus, energy and time so that you get more of the right things done. Time  and again, I’ve seen how entrepreneurs who were doing fairly well managed to  supersize their productivity and get even more out of their day and efforts  simply by being receptive to a bit of feedback.

To know if your habits are working or not, clearly define the results you  want. When you fully understand what you want to accomplish, you can reflect on  how your actions over the past few hours, days or weeks can get you closer to  your goal. -Jason W. Womack