Leadership 4.0 – How leadership became human again

Reading time: 3 min

New Leadership EN

In times of crisis, people long for leadership, both socially and in the working context. In addition to recommendations for action, guidelines and goals, the need for consideration of human aspects in the context of entrepreneurial action grows above all in times of uncertainty.

Leadership styles with values like authority and control have long been dusty. Even the collaborative leadership style has already experienced its heyday in the past decade. And what does the leadership of today and tomorrow look like? Evolved to Leadership 4.0, human leadership is the focus of timely management. The new magic words are: Human Leadership.

Human Leadership is holistically linked to the development of New Work. It is about a general reduction of hierarchies and bureaucracy. Within the framework of the so-called holocracy, dominant, frigid or unapproachable leadership behavior has become obsolete. The development of guard rails for the employee units (holons) active in the company is decisive in perspective. In the future, leadership will not be a question of a title, but of a lived attitude on the part of the manager. Values such as openness, accessibility, fairness, respect, transparency, empathy, loyalty and integrity are essential for the success of tomorrow’s leadership.

What makes a leader for a successful implementation of the human leadership approach? What qualities will be required of managers in the future? The toolset of the human leader is characterized by active listening, the lived connection with colleagues and a contemporary “growth mindset”. As an inspiring coach and moderator, it is essential to convey the respective corporate vision, to engage in pictorial storytelling, and thus to reach employees emotionally.

How do I achieve a musketeer mentality within my teams?

Instead of delegating tasks, managers should distribute responsibility within the teams without handing over the formal superior function. This is the only way to enable the employees to identify with the goal and the task. This increases the respective commitment of the employees. The prerequisite for this is trust in the abilities and motivation of the employees. Only then is empowerment, i.e. the ability for self-determination and responsibility, possible in a goal-oriented manner. In order to facilitate this effect, it is important to create a team feeling and to focus collaborative work on a common goal. This creates a binding and powerful commitment within the teams. Connection is the keyword here! It is about a form of interaction within teams that was previously reserved for private life: it is about successful relationship management, about high-quality and holistic human relationships in the workplace.

Human Leadership – an economic nightmare?

Within the framework of this modern and agile form of leadership, which is based on trust, it is possible for managers to devote more time to the core tasks of the company in order to accompany the complexity of change within the company and the transformation of the organization.

The strength of differences can ensure disproportionately good results in companies and mixed teams. Diversity through the interaction of different people and their individual strengths can lead to a strengthening of competencies. In order to be able to use the synergy effects optimally in the corporate sense, care should be taken to ensure that, despite the differences, a harmonious community basis forms the foundation of the teams. Promote the potential of the people in your team! Discover the respective strengths and support them.

We would be happy to share further information and insights on this topic with you in a joint discussion. We look forward to your call!

Melanie Lammers
Melanie Lammers
New

The Poetry of Employee Experience

Engaging High Performers in Times of Talent Shortage In today's workplace, only about a quarter of ...

New

What your (potential) employees really want!

This is how you manage to retain employees and attract new colleagues. Of course, like thousands be...

New

How your employer ­brand becomes a secret weapon

Why do we not (anymore) manage to convince new employees of our company? A question that is not only...

Sustainability communication – what even large companies are doing wrong.

"We need a sustainability campaign." This request reaches us more and more often as experts in sus...

Next Level Sh*t

Generations Do you recognise yourself? So do I. My birth year is right in the heart of Generati...

Is social media the death of storytelling?

When every little thing is blown up into a big story, does the potential of brand staging die? ...

The power of (brand) empathy

How are you doing? What is currently on your mind? What is important to you? How do you feel? ...

What has 2021 done to us?

Corona and no end... ... or rather the beginning of something new? As always, it depends on the...

Sustainability communication – a learning process between brand and marketing

A study* from 2019 already showed: Almost half of the people have a more positive attitude towar...

What is your attitude towards Purpose?

My impression is: having an attitude is easy until you have to prove it... But first of all, cl...

Successful strategy workshops

What makes the difference between well thought and well done? One of the most used buzzwords in...

The newsroom, the unknown entity

In this blogpost you'll learn the whole truth about Newsrooms, you definitely don't want to miss...

“Everything Remains New” – A New Work Revolution

Strict hierarchies? Fixed structures? Static performance targets? Benchmarks that were taken for...

“New Normal” – Our working world after the crisis

An approach that was heavily influenced by the Corona Pandemic. But what is new about this normal?...

Augmented Reality in communication

2D vs. 3D Our world takes place in 3D - but why then our communication almost exclusively in 2D? He...