In the era of digital transformation, the issue of introducing changes is increasingly important. Therefore, it is important to understand the specifics of transformational leadership.
First of all, it is the amount of uncertainty. And the ability to manage people in the face of uncertainty and rapid change.
Therefore, when transformation is a complex task, then you need to start with people. In particular, with the ability of managers to systematize the accumulated experience, discard unnecessary, invent new things and create an intellectual asset. And these are different abilities that are difficult to get along in one person.
The tasks that we solve may be fundamentally different in approaches to their solution.
I would distinguish 4 categories:
Effectively managing what we have is one task.
To destroy the old, to create the new is another task.
Coming up with an idea that will make a qualitative breakthrough is the third.
Breathing life into an idea, taking it out of the laboratory and putting it on track is the fourth.
Further, the life cycle of tasks is closed.
Each task requires at least different competencies and psychotypes. Because destroy and create at the same time can only be interviewed in an attempt to impress.
More in the article: Transformation. Start.
In this blog, I write about leadership in an era of change, digital transformation, and the art of living in uncertainty.
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