What are some of the emerging leadership trends and theories that you should be aware of?

As we navigate leadership's future, here are my guiding stars: DEI: A vibrant rainbow is more engaging than a single hue. Let's cherish diversity. Empathy: The sharpest leaders don't shout, they listen. Authenticity: We're human, not superheroes. It's okay to show vulnerability. Influence over Authority: Lead with a compass, not a whip. Learning Culture: Leadership is a journey, not a destination. Keep learning. Self-care: An empty cup pours nothing. Prioritize wellbeing. Flexible Work: Work is something we do, not a place we go. Remember, the goal isn't to stand above, but to elevate others. That's the essence of my SAIL Leadership Method!

One pillar of leadership will always be ethical leadership. Without been ethical in your actions with the people you would be unable to build the necessary trust to lead your team effectively and efficiently. At times it takes courage because ethic will call out any rules and policy that do not follow this path. And this is where we can identify real leaders ion my experience.

This I think is one of the old-models of leadership - the leader being expected to hold and know everything and not distributing exploration and so becomes unable to adapt greater than the level of the leader. Adaptive leaders are not those who diagnose the nature and scope of problem etc. but in my mind instead equip their teams to be able to sense/experiment with the ever-changing landscape in front of the company and it’s teams. The teams then must share feedback frequently back to the “hub” This ability to sense and share feedback through a system will help the system handle complexity much better than one person’s.

We seem to jump right into the mechanics of leadership when most people don't give the leadership basics their due. Caring, respect, and trust have to be the core. Then you can approach vulnerability, empathy, and self-awareness. Once you build a competency around that, you begin to get psychological safety, which is the secret sauce of leadership. Only then can you talk about the HOWs of leadership.

Important Note: Servant leadership does not mean you’re a pushover or a ‘yes’ person. It’s not a weak or mild form of leadership. In fact, it can be quite powerful and effective in building strong, responsive, and loyal teams.

Servant leadership, it's a twist in the plot of traditional power dynamics. Rather than barking orders from the top, you're down in the trenches with your team, sharing the labor. It's about being the facilitator, not the dictator. You're there to amplify your team's strengths and cater to their needs, focusing on their growth and well-being. The spotlight? It's not on you. It's on the collective success of your team. A servant leader’s ego isn't fed by power, but by empowerment.

Inclusion isn't just about inviting everyone to the party; it's about turning up the music and getting everyone to dance. As an inclusive leader, you're the conductor of a diverse orchestra, creating a symphony from different instruments. It means valuing every voice, understanding that each adds a distinct note to the melody of your organization. It’s about fostering an environment where differences are not just tolerated, but celebrated. When everyone feels part of the music, that’s when true harmony is achieved.

Relationship IntelligenceTM (RQ) is an effective skill that allows leaders and team members to explore diverse motives, strengths and communication styles. This not only leads to inclusive leadership but inclusive collaboration. When a team finds itself lacking diversity in perspectives and skills, it will stifle innovation and creativity. I have facilitated workshops and seen teams tap into diversity and truly create a culture of belonging and psychological safety by simply raising their awareness of their team dynamics and the importance of diversity. Leaders can use this information as a tool for recruiting as well to ensure they are not hiring carbon copies of themselves.

Authenticity in leadership isn't a strategy; it's a character. It's about showing up as you are, bringing your whole self to the table - imperfections, vulnerabilities, all. It's about owning your unique story and allowing it to influence your leadership style. Authentic leaders don’t wear a mask; they break them. They know that people don’t follow titles; they follow authenticity. So, be genuine, be you, because everyone else is already taken.

When I hear authentic leadership, I think of management doing two things: 1) Telling their story: Share their career wins and failures. Being able to share their insight from their journey reflects that imperfections are a way of life. We will all, at one point, fall flat on our faces. However, it's not essential that you failed but what you learned from it and what you will do moving forward. 2) Being Personable: When I see leaders be personable, it excites me and energizes me because it helps us connect with others and builds strong relationships. You also want to break down the perceived wall that your title may present. Presenting to an SVP that is personable is way easier!

Distributed leadership is the equivalent of a potluck dinner, everyone brings something to the table. It's the antithesis of the "one-man-show" approach. It’s about recognizing the unique skills and abilities within your team, and empowering individuals to take the lead in their areas of expertise. It nurtures a sense of ownership, promotes collaboration, and results in a richer, more flavorful output. After all, shared leadership is shared success.

Most leadership approaches focus on the leader. Propagating the ‘myth of one’ - yet connection, effectiveness, and happiness at work are at an all time low. Distributed leadership focuses on the team. And it’s the team that creates success, meaning, impact. Organisations like Yumemi, Haier, Zingerman, Intesa Sanpaolo, Buurtzorg, Viisi have embraced this and seen sustainable success as well as being amazing places to work. Other styles inflict or invite people to change, take responsibility, commit. Redistributed leadership instills these from the inside out - by involving people. If you want better sense-making, more effective decision taking, and useful action taking, then redistribute leadership ASAP.

Positive leadership in this framing could be labeled growth mindset leadership. Whereas the leader is conscious and realistic about navigating challenges and crisis situations and recognizing that challenges are opportunities for growth.

I love positive psychology, servant leadership and authentic leadership, to me they all fold into one another. The idea that we are here to help others belong to something greater than themselves so they can be at their best, that's what drives me. We support them in their goals and dreams in every way we possibly can, until it harms the group as a whole, that's where the line is. Let's empower everyone we encounter to be at their best, so we can be at ours.

The world around us is in flux and so is the world of work…if we are not adaptable, servant leaders, inclusive, diverse and other traits listed, we cannot be resilient. The obstacles we face, as Ryan Holiday described in his book, The Obstacle is the Way, is the way. They will require perspective, action and will. Will is resilience. Will is stick-to-it-ness. We are already seeing people become discouraged around DEI efforts and the multitude of so called experts bastardizing what it is…inclusion is the long game and that will require resiliency to keep going regardless of the obstacles, if we are to create the workplaces of the future…We must help business do better.

Supportive Leadership is *the* emerging trend. Here is why: - We have to address the whole employee in todays work environment. - Mental Health struggles and burnout require us to navigate our employees through suffering. - This is an area that has not been essential to address in past generations because these issues were not as prevalent. - Skills for supporting employees through suffering and hardship are critical - people get awkward. - We need specific actions to apply to our feelings of empathy and compassion - going beyond EQ. All these other forms of leadership will fall flat if the employee does not feel seen heard, and valued through hardships. That takes Supportive Leadership. A new skill for a new era. #ShowingUp