By: Jules NARTEY-TOKOLI
Historically, leadership styles have been shaped by the context of their time. The industrial era, for instance, was characterized by autocratic and paternalistic leadership, exemplified by figures like Henry Ford and Andrew Carnegie.
In contrast, the post-World War II era saw the rise of participative and transformational leadership, as embodied by leaders like Winston Churchill, Dwight D. Eisenhower and Nelson Mandela.
This year marks 25 years into the 21st century. It has been a century with numerous highs and lows which was the culmination of developments in the tumultuous 20th century.
By the end of that century, the Internet, the hitherto advanced form of the ARPANET (Advanced Research Projects Agency Network) developed by the science team put together by Dwight D. Eisenhower, had been launched commercially worldwide.
Up to that point, information and knowledge had been the preserve of a few rich and powerful people and professors.
With Web 2.0 introduced in the early part of the 21st century a lot of things began to change. Google was launched,
YouTube was added to the revolution (later bought by Google), Facebook later came on board and transformed how social media should look like and work and since then many more developments have happened in the tech world and life has never been the same.
Society has also seen a tremendous seismic change. It saw the proliferation of mobile devices accompanied by more and more easy and cheaper access to the Internet.
The spread and reach of democracy throughout the world threw into the mix the promotion of human rights, including freedom of speech and the awareness of those rights.
So, that generation, especially Gen-X and the Millennials, began to be more aware; questioning the status quo.
Those generations eventually gave birth to the ever astute Gen-Z whose enlightenment and inquiring mind, looking for solutions is the climax of all the prior generations in a unique state.
With the foregoing developments, leadership in management was caught off-guard. They now have a new crop of employees who do not only fit into the status quo but actively questions it and cannot be silenced or cowered, as done to previous generations.
The initial reaction of egotistic and conservative leaders was and is to put them in their right places.
But that is not working, causing them to be frustrated and needlessly critical of Gen-Z. But SURPRISE…If you are that kind of leader who thinks Gen-Z is crazy, you’re in for a rude awakening—Wait for Gen Alpha!
Management and leadership thinkers who foresaw this development, however, have recognized the need to change the leadership style. That change is affected by two qualities that are the most critical for leadership in modern times–Adaptability and Empathy.
What Adaptability Means
Adaptability, in this context, refers to the ability of leaders to navigate uncertainty, pivot when necessary, and lead their organizations through periods of rapid change, even as we experience currently.
This requires a mindset that is open, curious, ambiguous, and resilient. As noted by leadership expert, John Kotter, “The rate of change is not going to slow down anytime soon.”
Adaptability is thus a crucial leadership trait that enables a leader to stay ahead of the curve in today’s fast-paced and ever-evolving business landscape.
Leaders who possess adaptability are able to, not just pivot when necessary, adjusting their strategies, plans, and approaches as circumstances change, but also anticipate changes and prepare for them.
What Empathy Means
Empathy, on the other hand, is the ability of leaders to understand and connect with the needs, feelings, and perspectives of their team members, customers, and stakeholders.
This involves creating a culture of psychological safety where individuals feel valued, heard, and empowered to contribute. As observed by Simon Sinek, “Leadership is not about being in charge, it’s about taking care of those in your charge.”
The intersection of adaptability and empathy is where modern leadership truly comes alive. It is called The Transcendent Leadership Model (TLM). When leaders are able to adapt to changing circumstances while also demonstrating empathy for their team members and other stakeholders of the business, they create an environment that is conducive to innovation, creativity, and sustainable growth.
Explaining the Transcendent Leadership Model
The TLM is built on the premise that effective leadership is not just about achieving results, but also about fostering a culture of adaptability, empathy, compassion, and mutual growth. It requires, among other things, regular self-reflection, acknowledging your strengths, weaknesses, and biases to become a more effective and empathetic leader.
You also need to cultivate deep emotional intelligence, as well as recognizing and understanding the emotions and needs of others to create a culture of compassion and inclusivity.
Furthermore, the ability to adapt to changing circumstances, bouncing back from setbacks and failures to emerge stronger and more resilient is a crucial skill.
But that is not all. You need to cultivate the ability to consider the broader implications of your decisions, taking into account the impact on all stakeholders, including employees, customers, the environment, and the wider community.
Finally, appreciate the need to foster a culture of inclusivity, diversity, and equity, recognizing that diverse perspectives and experiences are essential for driving innovation, creativity, and growth.
Implementing the Transcendent Leadership Model
To integrate the TLM into your organization, consider the following strategies. You need to:
Develop a culture of empathy and compassion by encouraging other leaders and employees to engage in empathy-building activities, such as active listening, perspective-taking, and mindfulness practices.
Encourage a culture of continuous learning, experimentation, and innovation without fear, recognizing that failure is an essential part of growth and development.
Develop decision-making frameworks that consider the broader implications of decisions, taking into account the impact on all stakeholders.
Finally, show genuine respect for diverse perspectives and experiences.
Ditch the Obsolete Command-and-Control Approaches
The seismic shifts of the 21st century have dramatically altered the leadership landscape. The old command-and-control approaches are no longer effective in today’s fast-paced, interconnected world. Instead, modern leaders must embody the qualities of adaptability and empathy, as embodied in the Transcendent Leadership Model.
By embracing this model, you as a leader can create a culture of innovation, creativity, and sustainable growth, where employees, customers, and stakeholders feel valued, heard, and empowered to contribute.
As we look to the future, it is clear that the leaders who will thrive are those who can navigate uncertainty, foster empathy and compassion, and drive positive change. By adopting the principles of the TLM, you can position yourself and your organization for success in a rapidly changing world.
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The author is a dynamic entrepreneur and the Founder and Group CEO of Groupe Soleil Vision, made up of Soleil Consults (US), LLC, NubianBiz.com and Soleil Publications. He has an extensive background In Strategy, Management, Entrepreneurship, Premium Audit Advisory, And Web Consulting. With professional experiences spanning both Ghana and the United States, Jules has developed a reputation as a thought leader in fields such as corporate governance, leadership, e-commerce, and customer service. His publications explore a variety of topics, including economics, information technology, marketing and branding, making him a prominent voice in discussions on development and business innovation across Africa. Through NubianBiz.com, he actively champions intra-African trade and technology-driven growth to empower SMEs across the continent
