Efficient Leadership for 21st Century Organisations

Traditional authority 

Conventional leadership models from the 19th and 20th Centuries tended to include losers, virtue, winners and rigid hierarchies. To cause, people felt the requirement to show they're much better than everyone else. Leadership was about power and its punishment, loneliness and affectations. In the latter part of the 20th Century, there is a steady decline in hierarchies that will be evermore the situation in the first decade of the 21st Century. 

Just how does this impact business? What does it suggest about authority and success in the twenty first Century? Issues with control in the 21st Century Eilers - Test Wiki . From our experience, successful businesses (be they high quality start-ups or organizations looking for rapid growth), acknowledge new values important to their success. It's out with the old and in with: 

Level structures; 

inclusive management style that requires everybody in the company, not only senior management; 

Visibility and transparency; 

genuinely equal opportunities, no matter race, ethnic origins, religion, gender, sexual orientation, disabilities etc.; 

empowering i.e. focused on empowering each and every person in the team. 

Enlightened leadership 

21st Century management is not about violence and high-handedness or even mental or financial virtue. It's about playing to strengths, working around or minimising flaws, authenticity and perhaps not being fazed by issues. Most importantly, it is about being right in communications both internally and externally. 

Effective language 

The new style is about avoiding disempowering language and about can-do thinking. Terms such as Ill attempt to or I would like you to... and other indirect language undermine the communication: trying to do anything is planning for failure, not taking personal responsibility for causing something to happen. Using language that indicates there is another basis for why someone should do something rather than simply that you want them to do it creates people look weak therefore, requiring someone to complete something is actually rarely traditional and should usually be replaced by I want you to complete X please or some equivalent direct connection. 

Walking the talk 

Last however, not least, management in the 21st Century is all about walking the talk of the company. However, the organisation first needs to be clear about what it's talking about before it can walk it and then it needs to be sure that it is consistent in everything it does: this is something from internal relations (with peers) through to external relations with customers, manufacturers and the public at law. 

Which makes it real 

We believe that law is the glue of society, the structure behind relationships that either has them work or not. A leader must be sure that all of his/her relationships work. Where the relationships are identified as being important to the organisation (and we cannot conceive of an organisation where they're perhaps not), special attention needs to be paid to ensuring that all recorded relationships are in keeping with the values of the organisation and the style of leadership. Are your communications right, open, honest and good? When did you last look at your job contracts, investors agreements, terms of business, site terms, partnering purchase contracts and agreements? Are they in keeping with who you say you are?