‘Culture and Diversity is the key for an Organizational Development - Leadership’ Part 2
*This article is a repost from my previous blog ABC (Art, Business, Creativity), which is due to technical reasons is no longer on operation. Leaders must know how to motivate, inspire and embrace their people and how to guide them in their decision making and growth.
I have seen leaders fail because they didn’t take the time to show people who they are… My suggestion to a leader is, letting your followers get to know you requires showcasing your strengths while also exposing vulnerabilities, people will support you, will embrace you as a person, as well (people) they can help guide you in your decision making and growth.
The most effective leaders understand that leading involves learning, and they encourage feedback from people around them to work on their weaknesses. Self-awareness, one of the key characteristics of high Emotional Intelligent, is a quality that can distinguish a good leader from a great leader. If you don’t know who you are, if you don’t know what your strengths and weaknesses are, you will have a hard time gaining people’s trust and growing as a leader.
Leaders should grow the interest of connecting, collecting, earning, engaging, observing, questioning networking and to be opened, as well helping their people to have more affective responses to their surroundings.
Leaders must embody and communicate emotions, ideas, beliefs and values; to convey meanings through aesthetic forms and symbols and evoke emotive responses to life with or without words.
Leaders must not only embrace diversity but should reward it!
Great leaders of today are addressing these tensions head-on with a simple remedy: They ask for help. They trust that their teams will be motivated when asked to contribute their ideas on how to reconcile these and other tensions that confront their organizations. They have the humility to express transparently and authentically that together, as a community of leaders, they will put these issues into the proper perspective.
Great leaders are the ones who are preparing themselves not for the comfortable predictability of yesterday, but for the realities of today and the fantastic possibilities of tomorrow. They build great teams around them that are diverse, innovative and courageous, to help them succeed every day.
They care about the welfare of their employees and invest in safe working conditions. Their investment mentality leads them to deepen their commitments to.
Connection for Organizations and Leaders is building relationships with their team, with Ideas, Elements, Surroundings, Customers, Society, Innovation...
A Leader must nurture the brilliance of his/her people and do everything he/she can to remove barriers to high performance. Avoid being too autocratic and allow time for the team to weigh in on decisions. Help build team connections across the organization. Give credit where credit is due and recognize team performance as well as individual.
The leader must adapt management style, roles, duties, and strategies in order to work with diverse people of cultures, other than his/her own.
Leaders need to know what to build into their culture to help implement change tactics into existing programs to produce the desired results for the organization, because employees want to feel they have worth and understanding and it is their work culture that can breed a sense of satisfaction into their daily tasks.
The leader must touch not only the “head” but also the “heart”, connecting with his/her emotions, which enables him/her to engage with others in a way that stimulates them to act.
Organizational leaders need to personify the different values of cultures inside the workplace, in order to be effective. Leaders especially in contemporary multicultural organizations must master context to understand culture while managing and leading in an environment where there are no common definitions of efficient outcome or effectiveness. It is imperative that organizations address cultural differences when managing diverse work forces
About people… To associate themselves with their organizations and define themselves as
organizational members must answer to the questions, “Who am I”, “Who are we” and “What does this organization stand for” to find their identity.
Identity is a construction of oneself (one’s group or organization), typically in a favorable light, in terms of key orientations, distinctiveness and some degree of continuity/coherence. Identity is commonly viewed as central to meaning, motivation, commitment, loyalty, well-being, work satisfaction, logics of action and decision-making, stability and change, leadership, group and intergroup relations, organizational collaborations, and so on.
Below there are some suggestions through my collaborations, as a consultant, mentor, L&D specialist and trainer to use as a starting point for the organizations.
· Starting by asking clear, focusing, synoptical and debatable questions.
· Having empathy, resilience and controlled interaction.
· Increasing knowledge and confidence of people is the key of wealth and innovation.
· All learning experience they should know also that has an emotional base.
· Deployment of learning sessions will increase knowledge retention.
· Focused attention in fundamental to acquiring new knowledge.
· Enhancing brain capacity supports learning.
· Should demand and embrace diversity, as well to be opened with equality.
and…
· A growth mindset searching for opportunities to learn and valuing failure as a learning opportunity.
· An open attitude on trust and respecting other perspectives and ideas.
· A way of working focused on co-creation, associating and experimenting.
