#FutureFit LIMITLESS LEADERSHIP for Thriving in the VUCA / 4th Industrial Revolution Times, with Higher ADAPTAGILITY.
Are You Ready for The Revolutionary Workplace High Performance Leadership Process to Enable Greater People Performance?
Bullet-Proof #FutureFit Limitless Leadership Creates Consciously Constructive High Performance Team Buildings that delivers optimal #ADAPTAGILITY for greatest team effectiveness and exponential impacts and ensures sufficient emotional Compensation..
Real leaders develop high impact & Limitless Leadership effectiveness (StratAgility) in themselves, and on ALL levels below them. Leaders are People Performance Enablers.
Function of Adaptagility-Leadership - Leadergility
The function of business leadership is to create more people who create, drive, and ensure positive direction, energy, cohesion, commitment, and fiercely-focused action, towards a planned, and agreed, goals, or destination, that is #FUTUREFIT, meaningful, valuable and relevant.
Effective #FutureFit leadership optimises resources and activates, or even stretches and EXPANDS, the full potential of people, teamwork, and organisational culture. It also makes sure that #FutureFit leaders are being developed within the lower organisational strata on every level.
LIMITLESS Leadership is the framework for Leadership Fitness
The LIMITLESS Leadership acronym covers the basic vital aspects of effective High Performance leadership required to create #FutureFit People, Teams, and organisations, that thrive, in today’s VUCA world of work.
Leadership is about creating what could be, should be, can be, and will be. Leadership is about disruption of the status quo. Leadership is the front-edge of the wedge that creates more meaning, mastery, movement and momentum.
Leadership enables magic to happen, as passionate people collaborate to create extraordinary RESULTS, in a manner that is human positive.
Limitless leadership is about honoring people, planet AND profits, and creating exponential impacts and results that matter, in a sustainable, and regenerative context.
Limitless leaders are Conscious, Courageous, agile, and adaptive, able to lead their people and teams in a rapidly changing world. The rules of the game are changing fast and furiously.
REVOLUTIONARY WORKPLACE LIMITLESS HPO Leadership Model described below.
1. Learning and Listening
First of all leadership is about learning and listening deeply. Leaders are readers. All leaders have to learn to see with new eyes, hear with open ears, to see new possibilities and potential, in the existing business landscape.
In the VUCA world, leaders have to learn to handle and assimilate masses of complex signals and information.
From this they must learn what is important and what is not. They must learn to simplify and distill the deluge of information into simple communicable messages and formats, so that staff at the lower levels can quickly understand, and act on the information.
2. Informed & Integrity
Successful leaders are always informed. They are informed about what’s happening within the organisation. They are informed about challenges, constraints and competitive issues. Leaders stay informed about the effective and functional performance constraints and capacities of their people, teams, management and organisational potential.
Effective leaders also ensure that they are informed about matters beyond their organisation, into the market, and the larger business landscape. Leaders look forwards to stay informed of potential threats, and new opportunities, from multiple directions. They do this with Integrity and authenticity as this is the foundation of their credibility and influence.
3. Meaningful & Masterful
If you’re going to activate, and retain, the full potential of your staff, it is very clear from the low engagement numbers at the workplace content and process needs to be revised.
Managing miserable and unmotivated staff we have become highly disengaged is a problem that most managers or leaders are unable to solve. It is only with more meaning that we can begin to get our people to be more excited about what is happening in the workplace and the world of work.
Leadership also about mastery of self and the team… a constant focus on growing awareness, consciousness, capacity and commitment
4. Incremental & Inspiring
The concept of “nibble knowledge” is fast being applied into the workplace where staff are able to learn regular and incrementally valuable nibbles or bits of knowledge that are directly relevant to their present and prevailing situation, circumstances and challenges.
5. Trusted & Truthful
All you have to do is look at the political landscape to see how the digital world is laying bare the atrocities and inconsistencies of leaders across the globe for all to see and judge. For a leader to remain credible and keep team cohesion continuing, qualities and character of trustworthy and truthful are non-negotiable.
Followers will only tolerate low integrity, deceit, lies and greedership for so long, before there is a revolution in mindset, attitude and commitment. Dis-engagement is the consequence.
6. Love and Legacy
Gone are the days of slavery for many, but not all people. And it’s about time too. Limitless leaders learn to bring love into workplace. To create a place where people love to come to work. To create work that people love to do. To create relationships with people can respect and love another human being enough to see them as equal.
We have come a distance from the master-and-slave mindset, and the top down command and control archaic attitudes, that were handed down from the fighting and dominating mindset.
If we’re going to get the best staff performance, and support the thriving and well-being of people, planet and profit, to create long-term sustainable success, we are going to have to learn to bring the softer skills into the workplace.
This starts with love. It starts with loving and respecting yourself first. And from there we can start to begin to build real robust relevant respectful relationships that create a #FuturFit Revolutionary Workplace that benefits all.
7. Empowered to Think, Decide, and Act
Leadership in today’s challenges and ongoing disruptions, means that we have to distribute responsibility and authority down to the front line. We have to empower people to make decisions at the point of contact, at the coalface, where the action happens each second. We have to help your people to be adaptive and agile, with resilience – High ADAPTAGILITY
The competition and demand for high-performance and high speed service has relentlessly been pressurised and squeezed down to just seconds.
Where we used to wait weeks for letters to be delivered and to get responses, we now get irritated when we don’t get a response to an email, whatsapp, SMS or any digital communication in moments.
We have to firstly choose the right people with the right mindset that fit your culture. Then we have to train and up skill them on the products or services.
And then you have to up skill them on how to think, decide and act, in all sorts of high-pressure situations and circumstances. Because, leaders and managers can no longer be at the front line every second, for every decision, for every problem. Staff need higher ADAPTAGILITY to respond rapidly.
We have to empower people to think clearly and smartly, to decide and take action in a way that ensures service excellence and business sanity. People have to be empowered to be creative and innovative in the way they solve problems, service clients create new potential for revenue and relevant offerings.
For many leaders this is a scary step…but a vital one if you’re going to create high-performance people, teamwork, leadership and culture.
8. Sustainability Focused:
From climate change to carbon overload, to oxygen depletion, to water shortages, to ocean acidification, to fishery depletion, and all of those things that go to sustain life on this fragile blue marble we call home.
With politicians posturing and businesses profiteering, who will stand up and speak for Mother Earth?
Who will think sanely and secure the future for our future generations? Who will be the ones to say no more wasting of our natural resources? Who will be the one to say this insanity must stop?
Will it be you that moves from greedership to true leadership?
Will it be you that sensitises their staff and teams to the threats we post to ourselves and this fragile planet? Will it be you that innovates, gets creative,., with how we can be more conscious and caring moving forward sustainably.
If not you, then who? For surely your and my children will look back and ask where were the leaders? What were they thinking? Did they nor care about our Future?
9. Strengths Based Synergy
With all of the work of Gallup, and Howard Gardener, on strengths and talents, we learnt that we all come to this planet with a wide range of differing talents, gifts, and strengths.
Time is too short to worry about fixing all your weaknesses because it focuses on the past, and we waste energy with worries about weakness.
If we are smart and act swiftly and intelligently will focus on our strengths. We will collaborate and communicate, connect, and create, by putting our strengths together. And build real teamworking.
For only in this way will we begin to understand how interdependent we are upon each other. We need each other. We need each other’s strengths. We need to connect, communicate and collaborate better.
We need each other’s buy-in to creating a bolder, brighter, bigger, better… and more sustainable and inclusive future.
How Is your Emotional Compensation Going?
Employee Emotional Compensation is created through the satisfaction of core human needs, by creating a culture of Consciously Constructive Connection.
These human needs are the foundation of energy, engagement, and thriving, at work:
They include: belonging/connection, respect, recognition/validation, autonomy, personal growth, psychological safety, variety, meaningful work, and personal progress.
These create the foundation for a productive, high performance, cohesive, collaborative, committed team.
To Increase Employee Life Time Value, to Start, We Need LIMITLESS LEADERS.
FACT: Seven in 10 employees are currently struggling or suffering. 80% of staff are not engaged, or are actively disengaged, at work. 40%+ plan to change jobs!
Leaders primary responsibility is around optimising ELTV (Employee Life Time Value) to the Organisation and the Team.
Employee experience and employee engagement is vital for higher performance, and not just about feeling good at work.
Extensive research, and experience, shows links between positive employee experience and; retention, discretionary effort, and work performance levels.
The reality is that a very small percentage of people are real leaders. And if left to their own devices many people will avoid stepping up, taking the risks, taking the responsibility, and creating the desired results.
The world desperately needs real leaders. We need leaders of Limitless hope, possibility, potential, and #ADAPTAGILITY (adaptability, agility, Resilience).
We need leaders of limitless love, care and compassion.
We need leaders who are limitless in their dedication, and commitment, to gathering up everybody, building better people, teamworking, collaboration, guiding us along an adventure, to a better, brighter, more sustainable future, that has positive value for ALL of us.
And my hope is that one of those limitless leaders, is you!
LifeMasters REAL Executive Team Building Events and High Performance Organisation Results with Tony Dovale 083-447-6300