8.

Leadership Trends

The 21st century has seen a number of new leadership trends emerge. This is in
part due to the changing nature of work and new technology, as well as the
increasing importance of soft skills and well-being in the workplace. In this
chapter, we will discuss some of the most notable new leadership trends.

Coaching
Typically, the traditional leadership style of commanding and controlling
employees is seen as less effective today. Workers now want to
be coached, not managed. They want leaders who will help them develop
their skills and reach their potential. Leaders who adopt a coaching style will
find that they’re able to get more out of their employees. This approach
results in greater engagement, motivation, and productivity.

Coaching focuses on developing people’s ability to solve problems and

make decisions for themselves, rather than simply telling them what to do.
It recognizes that people are often the best experts on their own lives and
work and that they are more likely to be successful if they are given the
space to figure things out for themselves. This doesn’t mean that coaches
don’t provide guidance or advice when needed – but they do so in a way
that helps people to develop their own skills and judgment. This approach is
based on the belief that everyone has the potential to grow and develop,
given the right support.

So what does this new style of leadership look like in practice? Here are
some key characteristics:
 • Coaches create conditions that allow others to thrive, rather than trying
to control everything themselves.

• Coaches see potential in others: They focus on developing people’s

ability to think for themselves and make decisions, rather than simply
telling them what to do. They believe that everyone has the potential to
grow and develop, given the right support.
• Coaches adopt a growth mindset, viewing challenges and setbacks as
opportunities for learning and development.
• Coaches are open to feedback. They encourage their team members to
share their honest opinions with them and do not judge them for negative
responses.
• Coaches are willing to learn from their own mistakes. They see failure as
part of the learning process, not something to be avoided at all costs.

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 Purpose
In the past, leaders would often ask employees to do things simply because
they were told to do them. But today’s workers want to know why they’re
doing something before they’ll put forth their best effort.

Giving purpose to a team can be a leader’s most important job. A sense of

purpose unites and motivates people, making them want to contribute to
something larger than themselves. It is the shared goal that gives
meaning to individual actions and makes them feel part of something
bigger.

When team members have a sense of purpose, they are more engaged and
committed to their work. They are also more likely to stay with the
organization for the long haul. Leaders need to give their team a sense of
purpose by clearly articulating the mission and vision of the organization
and how it fits into the larger picture.

Once the team understands its role in the grand scheme, leaders need to
provide opportunities for each member to contribute in a way that is
meaningful to them. This could involve setting specific goals, assigning
tasks, and offering feedback that is focused on the team’s purpose.

When leaders give their team a sense of purpose, they create an

environment in which people are more likely to thrive. It is a key ingredient
in building a high-performing team that can achieve great things. Some tips
include:

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 • Define the mission and vision of your organization.
• Articulate how your team fits into the larger picture.
• Provide opportunities for each member to contribute in a way that
is meaningful to them.
• Set specific goals and assign tasks that align with the team’s
purpose.
• Offer feedback that is focused on the team’s purpose.

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 Well-Being

As a leader, you have the ability to create a work environment that either
supports or diminishes-employee well-being. Your actions and decisions
can make a big difference in how your employees feel about their jobs,
themselves, and their future. By taking steps to support employee well-
being, you can create a positive work environment that leads to increased
productivity and engagement. Investing in your employees’ happiness is an
investment in your company’s future success.

There are many reasons why leaders should promote employee well-being:

First, when employees are happy and healthy, they are more
productive. Second, employees are less likely to take sick days or burn out,
which saves the company money. Third, promoting employee well-being
shows that you care about them, which can improve morale. Finally,
employees tend to stay with the company longer, which reduces turnover.

There are many things you can do as a leader to support employee well-
being. Here are a few ideas:

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 • Promote open communication: Encourage your employees to
come to you with concerns or suggestions. Show them that you
care about their input and are open to hearing feedback.
• Support a healthy lifestyle: Offer incentives for employees to live
healthy lifestyles. This could include things like gym memberships,
healthy food options in the workplace, or standing desks.
• Encourage work/life balance: Help your employees find a balance
between their work and personal lives. This could mean flexible
hours, working from home occasionally, or providing childcare
benefits.
• Promote mental health: Managers should promote mental health
resources such as counselling and mindfulness training. They should
also make sure that employees have access to health insurance
coverage for mental health services.
• Invest in employee development: Provide opportunities for your
employees to learn and grow in their careers. This shows them that
you are invested in their long-term success at the company.
• Recognize successes: A little recognition can go a long way in
boosting employee morale. Make sure to praise employees when

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 they do a great job and let them know that their hard work is
appreciated.

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 Change
As a leader, it’s important to be able to make quick decisions in times of
crisis or change. Many companies fail because their leaders don’t make the
right decisions in time. Developing a change mindset is therefore crucial and
tops the leadership trend for the upcoming years.

If business leaders want to succeed, they need to break from the past and
follow new practices. They should review their obsolete strategies and set
new models that are relevant to present times. The shift should be viewed
with positive effects to identify profitability, productivity, and development
prospects.

If you want to lead your team to success in times of change, here are four
ways to do that:

• Encourage a culture of learning: To encourage a culture of learning,

leaders can take various actions, such as providing resources for
training and development, supporting employees’ pursuit of further
education or certifications, promoting knowledge-sharing activities,
recognizing and rewarding learning efforts, and leading by example
by demonstrating a commitment to learning themselves.
• Help your team members see the big picture:It’s important for
team members to understand how their work fits into the overall
goals of the organization. When they see the impact their work can
have, they’ll be more motivated to make changes.

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 • Support risk-taking behavior: Risk-taking is a necessary part of
innovation. So, create an environment where team members feel
safe to take risks. Offer resources and guidance when they need it,
but also give them the freedom to experiment.
• Be a role model for change: As a leader, you need to set the tone
for change. Show your team that you’re open to new ideas and
willing to try new things. When they see you embracing change,
they’ll be more likely to do the same.

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 Remote Work
With the advances in technology, it is now easier than ever for team
members to stay connected and collaborate on projects from anywhere in
the world. This allows businesses to tap into a global pool of talent, which
can be a major advantage when trying to find the best people for the job.
Another advantage of leading remote teams is that it can help promote
work-life balance for team members. With no need to commute or be in an
office all day, team members can have more flexibility when it comes to
their schedules. This can lead to happier and more productive employees
overall.

Of course, there are also some challenges that come with leading remote
teams. One of the biggest challenges is communication. It can be difficult to
keep everyone on the same page when team members are in different time
zones or working from different locations. It is important to find ways to
overcome this challenge, such as holding regular video conferences or using
project management software that allows for real-time collaboration.

There are a few key things that leaders should keep in mind when managing
remote teams:

• Establish clear communication protocols: Set up regular check-ins

(via video call, phone, instant messaging, or even just email) with
team members, set expectations for response times, and create a

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 system for sharing project updates. Make sure that everyone is on
the same page and that no one feels isolated or left out of the loop.
• Foster trust and collaboration: Encourage collaboration and trust
among team members by offering virtual collaboration platforms,
providing feedback and recognition, and establishing team goals.
• Provide support and resources: Ensure that your remote team has
access to the same resources as in-office teams and provide regular
support and guidance.
• Be flexible: With different time zones and schedules, it can be
difficult to coordinate everyone for meetings or deadlines. Leaders
need to be willing to work around different schedules and be
flexible with deadlines.
• Build relationships: Encourage team members to build relationships
and connect with one another. Dedicate time for socializing and
team building, even if it’s virtual.

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