eBisu
Old vs New Leadership concepts

As leaders, it’s important that we continually maintain a posture where we are open to new ideas and alternate ways of accomplishing things.  We need this because the role of a leader today extends well beyond what many of us now know and practice. 

Leadership is primarily focused on people, and people change–continually. Successful leadership hinges on our ability to navigate complexity, embrace change, and, most of all, develop those people.  One crucial aspect of this modern leadership paradigm is the willingness to lead with new ways of thinking rather than relying solely on past methods or experiences.

New ways of thinking are essential to address contemporary challenges, questions, or problems we’ve never faced before. The complexity of work, the pace of technological advancement, globalization, and societal shifts require leaders who can adapt and respond to these factors with agility. Past practices may no longer be relevant or effective in a world of work that is constantly changing. Leaders must develop a mindset that is open to new ideas, unafraid of experimentation, and capable of envisioning different ways to solve emerging problems.

Relying solely on our past experiences can lead to having a narrow perspective, which inhibits growth. Leaders who are tethered to past experiences or one way of accomplishing things risk becoming stagnant and unresponsive. It may cause us to miss out on the evolving needs of our team or organization.  When we embrace new ways of thinking, leaders break free from the limitations of the past and encourage continuous improvement. Leading with an open mindset and always being willing to learn will create curiosity and potentially seed a culture of innovation. It’s more than simply trying to “think outside the box”; it’s about always challenging the status quo and searching for new solutions in unconventional ways. 

Leading with a new point of view enhances our problem-solving capabilities and promotes adaptability, which can position our organizations for longer-term success. Contemporary thought leaders demonstrate a forward-looking approach crucial for success in today’s dynamic business environments.  The next time you defer to “prior methods or old ways of doing things,” even if they have served you well in the past, take a minute, reflect, and ask yourself, “Is this the best possible approach given all the conditions and circumstances?”

The answer may be yes; however, the difference will be that you remain open to doing something new. That’s where potential lives.

All leadership requires this. Think new versus old.

1:12 pm 25Dec, 2023
eBisu
About Employee Engagement

In The Truth About Employee Engagement, Patrick Lencioni uses a fable to explore the three root causes of job misery: anonymity, irrelevance, and immeasurability. The fable follows the story of a CEO who is struggling to engage his employees. Through a series of conversations with a wise mentor, the CEO learns how to address the three root causes of job misery and create a more engaging workplace.

Fifteen lessons from The Truth About Employee Engagement:

1. Anonymity is a major cause of job misery. When employees feel like they are just a number, they are less likely to be engaged in their work.

2. Irrelevance is another major cause of job misery. When employees feel like their work does not matter, they are less likely to be motivated to do their best.

3. Immeasurability is a third major cause of job misery. When employees do not know how they are performing, they are less likely to be engaged in their work.

4. To address anonymity, leaders need to create a sense of community in the workplace. This can be done by encouraging employees to get to know each other, sharing information about the company, and celebrating successes together.

5. To address irrelevance, leaders need to make sure that employees understand how their work contributes to the company’s goals. This can be done by clearly communicating the company’s mission and vision, and by giving employees opportunities to see how their work makes a difference.

6. To address immeasurability, leaders need to provide employees with regular feedback on their performance. This feedback should be specific, timely, and actionable.

7. Addressing the three root causes of job misery can lead to a more engaged workforce. Engaged employees are more productive, more satisfied with their jobs, and more likely to stay with the company.

8. Engagement is not just about making employees happy. It is about creating a workplace where employees feel valued, challenged, and motivated to do their best work.

9. Leaders play a critical role in creating an engaging workplace. By addressing the three root causes of job misery, leaders can create a workplace where employees are more likely to be engaged, productive, and satisfied with their jobs.

10. Engagement is not a one-time event. It is an ongoing process that requires持續努力. Leaders need to be committed to creating an engaging workplace on a daily basis.

11. Engagement is not a magic bullet. It will not solve all of the problems in a workplace. However, it can be a powerful tool for improving employee morale, productivity, and retention.

12. Engagement is not just about the big things. It is also about the small things. Leaders can show their appreciation for employees by saying thank you, giving compliments, and offering encouragement.

13. Engagement is not just about the employees. It is also about the leaders. Leaders who are engaged in their own work are more likely to create an engaging workplace.

14. Engagement is not just about the company. It is also about the community. Companies that are engaged in their communities are more likely to have engaged employees.

15. Engagement is a journey, not a destination. There is always room for improvement. Leaders should never stop looking for ways to make their workplace more engaging.

5:10 am 26Nov, 2023
Copyright © 2025 eBISU | Powered by Eduvert