The world of management has changed profoundly in recent years. The demands placed on managers are higher today than ever before and bring with them a variety of new challenges. As a modern manager, you are not only faced with the task of determining the direction of the team, but also actively promoting its continuous development.
In recent years, I have seen how the power of employees has increased and companies have had to adapt or face new tasks. Especially at our headquarters in Valais, with positive economic development, for example from companies such as Lonza, new fields of activity have suddenly emerged that many were previously unaware of. At first, the blame was often placed on others.
After companies noticed that allegations were not getting them anywhere, many companies focused on recruiting and invested massively in performance marketing and content creation. The output I followed was “interesting”: From positively structured campaigns on the appropriate channels in the language of potential future employees — to blatant self-presentations that massively damaged the corporate identity or helped shape it from that point on.
When I asked about processes and measures in the areas of leadership, employee promotion and employer branding in discussions with decision makers and managers, I often talked about outdated, less attractive structures.
It made me feel positive that some companies have decided to do the basic work in collaboration with me. This meant that a difference from the competition was possible and investments in the area of recruiting were more effective. For example, I was able to participate in employee communication, the digitization of processes or internal segmentation.
Together, we have developed measures that not only modernize the organization, build processes more logically, integrate communication, but also involve employees more closely.
In this post, I share my thoughts, experiences and suggestions about leadership in today's world. How can you meet current challenges and further develop your leadership skills?
This video is of course to be understood with a “wink”;)
There is, of course, the question as to why I am taking on this topic. In addition to strategic management and digital marketing, leadership is one of my passions. Yes, I have confirmed my knowledge through my education in the area. No, it doesn't mean that I am passionate about leading and that I am in this position (I have currently made a conscious decision not to do so at Yoline), it is much more the connections and synergies that are based on people's philosophy of life and values, digital opportunities, self-management and potential.
I've been leading teams since 2013, you can imagine how many mistakes I've made during these years. But that motivated me to work on myself, read books and conduct dialogues. I was also able to recognize that leaders are not recognized by their positions in companies. Leaders are everywhere — often not at the top and they teach you much more than what you learned in school or what top management gave you as advice.
The tasks and requirements in the area of leadership have changed fundamentally over time. In the past, authority and control were paramount, but today they are empathy, agility and the ability to to anticipate change and to steer who make a successful leader.
Modern leadership means being a role model that leads through vision, values and a strong corporate culture.
Leaders often forget that they must develop themselves more than their employees. It is therefore important to define structures and success factors so that one's own fields of impact can be assessed and potential measures and changes can be measured. I have defined the following success factors in the area of leadership. They are also called in specialized literature: reflection, motivation, inspiration, communication, transformation and perfection.
They help you not only become a better leader, but also to lead your team to peak performance and navigate it through the challenges of the modern working world. By consciously applying these principles, you can create a strong, adaptable and future-oriented management culture. Modern leaders should focus on the above factors in order to lead successfully:
Reflection is the foundation of all leadership. It starts with self-perception and extends to continuous development. A modern leader regularly takes time to question their own behavior and decisions. This not only enables deeper self-knowledge, but also the ability to learn from mistakes and constantly improve.
Managers who regularly reflect on themselves recognize more quickly where they need to adjust their leadership behavior to support their team more effectively. Tools such as feedback loops or coaching sessions can help structure self-reflection.
Motivation is one of the central tasks of a leader. It is about awakening and maintaining inner enthusiasm and commitment within the team. Motivated employees are not only more productive, but also happier and more loyal to the company.
Through targeted motivational strategies, such as setting clear goals, recognizing successes and offering opportunities for further development, a leader can get his team to perform at their best time and again.
Inspiration goes beyond motivation. As a leader, you must be a role model that leads through vision and values. Your team should see you as a guide that not only motivates but also inspires.
An inspiring leader shares a clear vision for the future and communicates it in a way that encourages the team to internalize that vision and work towards it together.
Communication is the link that connects all other factors/pillars. Without clear and transparent communication, it is impossible to effectively lead a team. Modern managers must be able to communicate clearly and convincingly both during daily interactions and in times of crisis.
Regular team meetings, clear objectives and an open feedback culture are essential components of successful communication. Leaders who communicate openly create trust and promote positive team dynamics.
Transformation is more than just a buzzword. It is the ability not only to accept change, but to actively shape it. In a time of constant change, this is one of the most important skills of a modern leader.
A leader who is committed to transformation not only leads his team through change, but inspires them and is inspired. The majority of leaders are in positions where the areas of innovation and trends may be scarce. It is therefore all the more important to trust the team, to give them a voice and to be inspired by themselves. Because transformation is an opportunity for growth and quality optimization. This can be done by introducing new technologies, adapting work processes, or promoting a culture of innovation.
Perfection may be unattainable, but the constant drive for improvement is a sign of excellent leadership. It means not staying in your comfort zone, but always looking for ways to improve processes, products, and yourself. I often follow the Parretto principle in order to maintain the necessary agility and yet implement high-quality measures.
Leaders who strive for perfection set themselves and their team high but realistic goals. They foster a culture of excellence in which mistakes are not seen as failures but as learning opportunities.
One of the biggest challenges of modern leadership is finding the balance between Leadership and freedom to find. At a time when personal responsibility and self-determination are becoming increasingly important, it is crucial to give your employees the space they need to be creative and productive.
Trust is the cornerstone of successful employee freedom. When you trust your employees and give them the freedom to do their jobs their way, you promote innovation and motivation.
Even if you give your employees freedom, it's important to set clear goals. This ensures that everyone is working towards the same end goal, even though the paths to get there may be different.
Setting goals is an essential part of effective employee management. Successful managers understand that clearly defined goals not only provide orientation, but also increase team motivation and performance.
Objectives should be specific, measurable, attractive, realistic, and time-bound. This clear structure helps employees better understand their tasks and track their progress.
Reviewing them is just as important as setting goals. Regular reviews - e.g. in the form of weekly or monthly check-ins - make it possible to evaluate progress and make adjustments if necessary. I have had the experience that KPIs can be defined and the development/successes can be visually presented automatically on the timeline. However, the area of goal setting and control should not be too rigid.
In general, personal feedback should not be neglected. Feedback should be constructive and address both successes and potential for improvement. As a leader, you should also be happy to receive feedback from yourself. This creates a culture of transparency, openness and accountability, in which employees not only know what is expected of them, but also how they can achieve their goals and become an important part of achieving global goals.
Narcissism is a double-edged sword in leadership. On the one hand, the strong self-confidence of narcissistic leaders can drive the team and make big visions possible. On the other hand, there is a risk that leaders will lose touch with reality and lose sight of the team's needs.
A certain amount of narcissism can be positive, as it allows you to pursue big visions and inspire your team. It gives you the confidence to take risks and face resistance.
However, when narcissism gets out of hand, it can become a threat to the company. Focusing too much on your own greatness can result in you ignoring important feedback and discouraging your team. No, it's not always just down to the others...
Excessive self-esteem often leads managers to neglect self-reflection and dismiss constructive feedback as irrelevant or incorrect.
Studies show that narcissistic leaders tend to ignore negative feedback because it could jeopardize their self-image. This can lead to a distorted perception of one's own performance, which means that necessary improvements are overlooked.
This ignorance can not only hinder personal growth, but also severely impair the team's moral and professional development.
Another risk is demotivating the team. When a leader is too focused on their own greatness, the team often feels undervalued and ignored.
Research has shown that narcissistic leaders often disregard the contributions of their employees and present successes primarily as an achievement in their own right. This makes team members feel less engaged, which ultimately jeopardizes team cohesion and the company's overall performance. In an environment where only the leader's voice counts, creativity and innovation can suffer severely.
However, by acknowledging these dangers and consciously promoting an open feedback culture, a leader can learn to control their narcissistic tendencies and create a positive, supportive work environment.
Diversity is more than just a buzzword — it is an essential part of modern leadership. A diverse team brings together different perspectives and experiences, resulting in more innovative solutions and better decision-making.
A diverse team enables you to look at problems from different angles and develop more creative solutions. It also promotes an inclusive work environment in which every employee feels valued.
Despite the numerous benefits, diversity also comes with challenges. It requires a conscious effort to create an inclusive culture in which all employees feel comfortable and accepted regardless of their background or experience. But isn't this shop of leaders?
The key skills of leaders!
In today's dynamic world, resilience and adaptability are crucial qualities for leaders. The ability to remain steadfast despite setbacks and changes is a sign of true leadership competence.
Resilience means dealing with challenges and setbacks without losing focus. As a leader, you should not only strengthen your own resilience, but also promote that of your team.
Adaptability is the ability to react quickly to changes and to adopt new situations. This requires flexibility and a willingness to rethink old habits and try out new approaches.
Emotional intelligence (EQ) is a decisive factor for success as a leader. The ability to recognize and manage one's own emotions and to understand and respond to the emotions of others is essential for effective leadership.
A high EQ starts with self-awareness — the recognition of one's own emotions — and the ability to regulate them in stressful situations. This helps you to act clearly and thoughtfully, even when the pressure increases.
Empathy enables you to understand and respond to the perspectives and feelings of your employees. This creates trust and strengthens relationships within your team.
Promoting a healthy work-life balance is one of the biggest challenges in modern leadership. You need to make sure that your team is not only productive but also able to live a fulfilling life outside of work.
Flexible working models, such as working from home or flexitime, can help improve work-life balance. These models enable employees to adapt their work to their personal needs.
While flexible working models offer many benefits, they also face significant challenges, particularly in the area of communication. The physical distance between team members can make spontaneous interaction and informal exchanges difficult, which often leads to misunderstandings or delays. Without regular, clear lines of communication, there is a risk of information being lost or misinterpreted. It is therefore important that managers develop targeted communication strategies that ensure regular exchange, for example through fixed check-ins, virtual meetings and the use of collaboration tools.
Another aspect that is often overlooked when introducing flexible working models is team building. Working together in the office promotes social cohesion and enables employees to build personal relationships that strengthen trust and cooperation. In a remote work environment, this personal contact is often omitted, which can weaken team dynamics. To counteract this, virtual team building activities, regular personal meetings (where possible) and conscious cultivation of team culture should be integrated into everyday working life. This can create a strong sense of community despite physical distance.
Although flexibility plays a crucial role in employee satisfaction and productivity, it must not be at the expense of structure. Managers must ensure that clear expectations and structures are established despite flexible working hours and locations. This includes both setting core working hours in which all team members can be reached and creating clear processes for task distribution and reporting. Only by balancing flexibility and structure can companies take full advantage of flexible working models without jeopardizing efficiency and team cohesion.
Recovery periods are crucial to avoid burnout and ensure long-term productivity. As a leader, you should make sure that your team has enough time to recover and stress the importance of taking breaks.
The demands placed on managers will continue to change in the coming years. It is important that you continuously develop yourself in order to be successful in the future.
Lifelong learning is the key to development as a leader. This means being open to new ideas, continuously acquiring new knowledge, and being prepared to adapt.
Networking and mentoring are important tools for growing as a leader. By exchanging ideas with other managers and learning from their experiences, you can gain valuable insights and develop your own skills.
This text provides an insight into the complex challenges faced by modern managers and goes into the subject matter relatively deeply.
Most problems start at one of the first levels, whether with scheduling, self-organization or the ability to realistically assess yourself.
I could challenge you now with a question: How well do you have your scheduling under control? Interestingly enough, there are many who see/describe themselves as leaders, but are often late, miss appointments and do not recognize that with this attitude they can hardly be described as true leaders.
It is not only a question of efficiency, but also of respect for employees.
Well: For those who already feel that personal time management is a possible field of action: Ignore the sections above and start with a small but potentially demanding task in the area of self-management. Because true leadership always starts with yourself.
sources: Campbell, W. Keith, The Leadership QuarterlyGreenhaus - J.H., & Powell, G.N. “When Work and Family Are Allies: A Theory of Work-Family Enrichment.” - Grijalva, Emily: A Meta-Analytic Review of Linear and Nonlinear Relationships. Personnel Psychology Bass - B.M., & Riggio, R.E. (2006). - Transformational Leadership. Psychology Press. - Goleman, D. (1995). Emotional Intelligence: Why It May Matter More Than IQ. - Bantam Books. Roberson, Q.M. (2006). “Disentangling the Meanings of Diversity and Inclusion in Organizations.” Group & Organization Management
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