How to break bad management habits before they reach the next generation of leaders | Elizabeth Lyle
TED・2 minutes read
The speaker discusses the importance of middle managers and senior leaders collaborating to redefine leadership in rapidly evolving organizations, using examples like Jane and John to highlight the impact of outdated habits. They emphasize the need for early intervention in developing future leaders, advocating for on-the-job learning and support from senior leaders to drive change.
Insights
- Middle managers adopting outdated leadership habits are a concern despite the speaker's work on leadership transformation with senior leaders.
- Collaboration between middle managers and senior leaders is crucial to define a new way of leading that aligns with the evolving organizational landscape.
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Recent questions
What are some challenges faced by middle managers in organizations?
Middle managers may struggle with adopting outdated leadership habits in rapidly evolving organizations, hindering their ability to exhibit speed, flexibility, trust, and cooperation required of future leaders.
How can middle managers and senior leaders collaborate effectively in defining a new way of leading?
Middle managers and senior leaders must work together to define a new way of leading by fostering collaboration, communication, and mutual understanding of the evolving organizational landscape.
Can outdated leadership behavior hinder organizational progress?
Yes, outdated leadership behavior, as exemplified by Jane, a senior leader, can impede organizational progress by perpetuating ineffective habits that are incongruent with the changing demands of the organization.
What is the importance of intervening in the formative years of future leaders?
Intervening in the formative years of future leaders is crucial to prepare them for the evolving organizational demands, ensuring they develop the necessary skills and mindset to lead effectively in a rapidly changing environment.
How can promising managers like John challenge the status quo and lead differently?
Promising managers like John can challenge the status quo and lead differently by engaging in on-the-job learning, seeking support from senior leaders, and actively working to break away from outdated leadership habits to embrace a new way of leading that aligns with the evolving organizational landscape.
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Summary
00:00
"Transforming Leadership: Collaborate for Future Success"
- The speaker admits to leaving dishes in the sink for extended periods, a habit developed in college with various excuses.
- Despite working with senior leaders on leadership transformation, the speaker is concerned about middle managers adopting outdated leadership habits.
- Organizations are evolving rapidly, requiring future leaders to exhibit speed, flexibility, trust, and cooperation.
- The speaker highlights the need for middle managers and senior leaders to collaborate to define a new way of leading.
- The story of Jane, a senior leader, exemplifies outdated leadership behavior that is incongruent with the changing organizational landscape.
- John, a promising manager under Jane, is influenced by her habits, including the necessity of pre-meetings before decisions.
- The speaker emphasizes the importance of intervening in the formative years of future leaders to prepare them for the evolving organizational demands.
- Proposing a strategy for John to challenge the status quo and lead differently, the speaker advocates for on-the-job learning with support from senior leaders.
