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Agile Leadership: Framework to Follow

Updated: Aug 14

Becoming an Effective Leader in this ever-changing world we are living in is becoming more and more complex and greatly needed. Leaders are required to become more agile than ever before in order to remain relevant and current in their industry. SO how does one become an agile leader, through uncertainty and changing times and continue to win each time?



Tip 1: Create An Inclusive Environment


Creating a safe and inclusive environment through disciplined risk-taking is the true meaning of diversity & inclusion. The ability to allow your employees the freedom to share their differing viewpoints, own them, and showcase their abilities is not only empowering but will build a stronger more agile team based on trust, honesty, and respect. Too often, those that tend to shy away from sharing their opinions hold some of the greatest ideas. Ask everyone to go around the table and share their viewpoints to account for those silent/ introverted employees to shine as well.


Tip 2: Set A Clear Vision


By setting a clear vision for your employees to follow, they will be able to stay disciplined and remain clear on expectations and setting their priorities accordingly. If vision is not clear, then you cannot have a truthful conversation on how they are performing since direction and vision start with the manager setting expectations accurately and properly on an ongoing basis. If the vision of a project or team changes, let the team know right away so they do not spend additional time working on things that are no longer relevant, but rather maneuver their work according to the new vision and plan set forth. If a leader is not sure how to set their vision, then develop an OKR and KPI system and bring in your management team to share ideas and brainstorm. Communicating and talking through things, will solidify that vision and bring everyone on board. Creating a SWOT analysis and discussing this with the management team or direct team, will help start the conversation in relation to new ventures, or direction in vision.


Tip 3: Develop Top Talent


If leaders do not develop their talent, the changing conditions in the market and external perks & benefits elsewhere will only push your employees out. Making sure that all employees take advantage of a robust learning environment that is backed by the company is crucial, otherwise, it will only be a matter of time before the organization outgrows certain employees, or top performers leave. Work with your head of HR to build out a Learning & Development Program that will allow for employees to stay current and valuable within your organization.

Tip 4: Culture of Honesty


Creating a culture where employees feel safe to be brutally honest, in a respectful but authentic manner, will promote a sense of urgency that allows for issues and opportunities to be mentioned openly. When employees are not able, to be honest, and feel like their opinions matter, they will become silent over time and turn over mediocre work. The worst thing to do is to have a flawed sense of where your organization really is or know about the cultural issues your company is facing and not do anything about it. Go out of your way to speak to various employees you wouldn't normally, to get a sense of what they think about a project or to get various viewpoints prior to making a decision. Being open and showing your employees that their opinions matter, provides leaders with a workforce that not only respects them but enjoys being in their presence and working in the best interest of the company.


Tip 5: Shared Sense of Purpose

Once a leader first establishes an inclusive environment, sets a clear vision, provides a framework for continuous development, and creates a culture of honesty and openness they can then establish a shared sense of purpose amongst the team. This can be achieved by setting the proper tone of urgency and a set of shared values. Having a shared sense of purpose with teammates that have the same mindset, increases engagement, employee retention, and overall employee well-being.



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