Yesterday I was at the bank with my relationship manager. A petite lady in her thirties, I had always found her customer- centric with a willingness to serve. After the bank work was done and we got to chatting, I discovered the magnitude of disillusionment with her work environment that she harboured. What was interesting was that her boss, the branch manager too had a great reputation of being customer-centric and was clearly a high flyer within the bank.
As I left the bank I wondered what it was that created such misalignment between a leader and his people even though both held the same work values and traits.
Over the last hundred years, Leadership has come to be characterized by certain values. The more than a hundred thousand books available on Leadership speak of aspects like Vision, Motivational, Inspiring, Purposeful, Communication ability, Goal oriented and so on. So why is it that knowing and even exercising these values and traits does not lead to great leadership?
In this new millennium, organisations have increasingly shifted away from top down instruction driven structures to flexi- flat competence enabled networks of ‘heads up open mind’ individuals eager to innovate and seize opportunities.
The millennial leader can no longer be a chest beater with a ‘my way or highway’ mindset. He needs to bring in a set of his own competences into the work network.
First, the ability to uncover the ‘unsaid’ concerns of stakeholders and put these concerns where they belong, in the Past, by appropriate closing.
Second, the ability to envision a future that inspires and excites by aligning with what the stakeholders expect.
How could the millennial leader develop the twin competences of uncovering the ‘unsaid’ concerns and envisioning a future that inspires and aligns?
In Learning…………… Shakti Ghosal
A New Beginning 
Good to see you are back in the blog domain again Shakti, and good to be back here again reading your posts.
I think if you look around the globe you will find many a leader is now misaligned with their original zest for creating and making a difference..
I see it within our political arenas, as leaders come into power having a goal to aim for.. Yet often that aim is thwarted as they realise the great task in hand.. For they soon find themselves at the receiving end of resistance as others around them may feel threatened, and no one want to upset the apple cart that has been turning the same old wheels in the same old grove for so long..
Not many want change.. For Change is challenging, and so heels are dug in, as resistance is felt, enemies are then made, as one clash of idea battles with another.
And before you know it, All hell breaks lose..
The Corporate world is not so different than politics, each scores points, each wants control, power, and those who thought they could make a difference, lose heart… And either go with their companies /governments flow, or they soon find themselves thrashing about drowning in stress and disillusion.
It takes a great leader to listen and take on board others ideas, and mould them into shape, and acknowledge that often its those at the grass roots who have a greater knowledge of ‘Seeing’ the problems that need solving.. Both in business and in Politics.. For sometimes I feel they become blinded by their own self worth, they forget who made them and who put them there..
So that is my two-pennies worth of thought for the day my friend..
🙂
Wishing you a Very Happy, Healthy, Harmonious and Peaceful New Year my friend and so good to see you again.
Sue 🙂
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Dear Sue,
Good morning ! At the outset do accept my apologies for acknowledging your comment and responding back late here.
Yes, it is indeed good to be back with an occasional blog. One of the reasons being that over the last year I have got increasingly committed to the Learning and Development domain, and in particular to Leadership Incubation in this Millennium.
The thoughts you have brought in are so relevant that in my view, they remains at the core of Leadership non-performance. But then, if that is indeed what blocks us, we need to obviously determine what the Millennial Leader needs to do. For beyond the “Unsaid” concerns and emotions at the stakeholder level, the other challenge that he is confronted with is the rapid pace of change and disruption in the environment. Since these aspects emanate and manifest completely differently and at the same time, no single intervention would work.
So this is where the ability to create a future not linked to the past assumes importance. A future which addresses the concerns of all stakeholders. The Leader needs to be listening for such a future.
Thanks and Regards
Shakti Ghosal
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You are welcome Shakti.. And no apologies needed.. 😀
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Very interesting and thought provoking article to read. Amazing stuff
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Dear Love,
Thank you for your comment.
The millennial leader needs to use every opportunity to sift through and use the thoughts that have got provoked to provoke actions in the work place.
I would invite you to explore the following questions.
1) What stops us from employing our thoughts to unleash actions?
2) What practice do we need to follow to harness thoughts which would lead us into the future?
Love to hear from you on the above.
Regards
Shakti Ghosal
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