5 dimensions for a new style of people management

In a world that favors external success, humility is one of the hardest human virtues to attain and develop, the most in the world of organizations of any kind.

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It all starts by recognizing your own limits and weaknesses, and acting on the basis of this knowledge in a serene, calm, assertive and targeted manner in order to visualize your own essential needs and those of others, and to know how to manage them.

“Humility” comes from the Latin word humility , which means fertile; that is to say knowing how to create sufficient conditions of humanity so that the sowing that is done while being and doing in the world, allows an abundant and nutritious harvest for all those concerned.

5 dimensions of humble leadership

The successive crises of the world, volatility and uncertainty, lead to consider another type of leadership, centered on the human being and which gives rise to an authentic and transcendent expression of the role which is exercised.

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This is how humble leadership emerges, a way of leading people where the axis is placed in five dimensions:

  • Service to others: the person knows that they are leading in order to serve others: the company, their team, the community and the world at large.
  • Meaning: it’s about creating more awareness of each person’s ‘why’, and for everyone to find a deep emotional connection to what they do, so that they feel useful and, from there, gain enthusiasm and in dedication.
  • Affecting: as a result of humble leadership, a direct quality impact is generated, adding value to its environment and is replicated in every action and in every intention.
  • Transcendence: because each of the actions and decisions will have an impact on the future, in a humble leadership, the sustainability in the way of doing business, the constant creation of value, the awareness of the impact on the planet and the search for consensus are fundamental. and the confluence of aspects that uplift people.
  • Inheritance: he is the seeding that will remain of the direction in its passage through this function. It is the lasting imprint of every action and decision that is taken. It makes people unforgettable not only for what they do, but also for how well they got there. On the one hand, there is the person, with his virtues and possibilities for improvement, and on the other, what is required by each role he assumes as a leader. Values ​​can be the bridge that connects the two universes, personal and professional, to be based on an authentic, honest, sincere and profound manifestation of your leadership.

How to develop humble leadership

Developing the trait of humility in the exercise of the role of leader requires conscience, heart, will and reasoning; critical capacity with oneself, and high doses of tolerance, active and affective listening, and neutral observation.

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Here are some steps to develop humble leadership:

1. Work on self-knowledge

As we know, it is not possible to claim to lead others without knowing how to do it in one. In the approach of formal and non-formal education and research for personal development must include this key aspect for today’s world. In addition to improving soft skills, it is necessary to delve into the discovery of the hidden parts of the being, its emotional intelligence, its flexibility and adaptability, and its beliefs and paradigms. Some points to work on are awareness of being, silence, healing and repairing what can be hurt in personal and professional history, and finding the meaning of the transcendence of what is done as work. .

2. Learn to connect, in addition to communicating

There are still leaders who are afraid to expose their vulnerability to others, wanting to act in super powerful ways. This manifestation which comes from the ego results in an inefficient conduction in the depths, since the roles of today require a plasticity to enter and exit situations where human bonds are essential. The humble leader knows this and, in addition to being excellent and flawless in his communication, he connects and emotionally impacts everyone with whom he interacts. The links are deeper and more essential, through a dynamic that is respectful, authentic and honest.

3. Admit your mistakes and want to stop being right

To focus on a rewarding process and a better result, it is possible to work on moderation of the ego, keeping it calm. The humble leader knows how to accept when he is wrong, correct his mistakes, and focus on the higher purpose of every action and decision. In their higher forms, these people stop wanting to be right and set out to generate resonances of understanding so that they can act confidently and help others show their best.

4. Humanize professional ties

In the previous era, relationships were between people who saw themselves as machines, forcing each other, envying each other, competing against anything. In humble leadership, the focus is on people. This allows you to know yourself in other dimensions: knowing what they feel, what goes through their head and heart, understanding individual processes, their emotions, making the links much richer and more lasting beyond the professional function they must perform.

5. Learn the lessons and keep going

As in any process, in developing humble leadership there will be some emotional roller coaster in people because it is not linear. There will be phases of rising, falling and stagnation, and that’s natural.

The suggestion is that they can internalize the learning behind mistakes, failures, conflicts, and can make them great teachers to exercise their temperance, stoicism, and humility.

Regarding mistakes, a key point is to keep an eye on progress, and not to dwell for so long on unnecessary flashbacks that could stagnate the humble leader and his teams. For this, the emphasis would be 85% on solutions of rupture and 15% on the analysis of what happened. The proactive force to move forward will make it possible to better capitalize on learning.


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