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 Inclusive leadership in turbulent times 
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Post Inclusive leadership in turbulent times

Fear of a deadly pandemic is not new in human history. Overcoming a pandemic and building a better society has also occurred before, although it is not easy. Besides proper resources to fight the pandemic while also maintaining current living standards, it takes a strong leadership team -- especially the person at the top.

Leaders who can bring people together to achieve ทดลองเล่นสล็อต worthwhile goals are especially valuable. A good recent example is Narongsak Osottanakorn, the governor of Lampang. He set a goal to have as many senior citizens as possible register for Covid-19 vaccinations, and rallied a team of health volunteers across the northern province to spread the word. The result was 223,000 registrations, more than any other province except Bangkok.

Mr Narongsak was already well-known as one of the guiding lights behind the Tham Luang cave rescue in 2018 when he was the governor of Chiang Rai. There, the same inclusive approach helped create the conditions for the successful rescue of 12 young footballers and their coach against all odds.

Human society comprises many people and groups that differ greatly from one another. The corporate environment is similar but on a smaller scale. In both cases, inclusive leadership can be the right answer during turbulent times such as the ones we're facing now. Capable inclusive leaders typically have certain qualities, which we will explore below.

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The right mind: Inclusive leaders are aware what should be done and what is right or wrong. Before setting the direction, they think deeply about the issue; their plans don't just come out of the blue. This requires cognitive ability, to understand and predict situations people have not experienced before, and mindfulness in order to stay calm and concentrate on what needs to be done.

Listening and hearing: Listening to the opinions and suggestions of others is only part of the story. Inclusive leaders need to really hear what others are saying as well. This means being aware of eye contact, body language and other cues to help them understand what someone is really thinking. In the business context, this could take the form of a customer-centric approach that engages others in decision-making as much as possible.

Inclusive leaders won't behave in any way that would make others feel inferior. They won't use impolite or harsh words or an aggressive tone. This way, people will know that their views are being heard respectfully.

above Medical staff at Lampang Hospital pictured recently waiting to receive their vaccinations.

Planning and implementing: This basic management function is crucial since it is where the first two factors we have mentioned come into play. Besides planning knowledge and skill, it requires a strong will to apply analytical thinking and cognitive ability. An imbalance between these two can create real problems.

In a study of one organisation that I was involved in, 25 of the 137 white-collar executives were deemed outstanding in both creativity and logical thinking, in the 70th percentile or higher. These qualities can definitely help leaders to properly put the right plans into place.

Disciplined habits: Actually carrying out a plan is a key test because the activities must become part of routine work. Most people might perceive that implementing a plan with discipline is not that difficult. In reality, it is usually the opposite since human beings tend to prefer doing things with free will. In order to encourage and strengthen disciplined habits in the organisation, inclusive leaders need to keep everyone focused and also set an example themselves.

Beware of complacency: Everyone wants to be a winner, but sometimes we declare victory too soon. Although external conditions keep changing, and we learn and develop by overcoming difficulties, human beings crave positive re-enforcement in order to encourage themselves to move forward. There's nothing wrong with this unless it comes at the wrong time. Leaders must be aware of this "achievement trap" before publicly announcing good news too soon.

Role modelling: Actions speak louder than words. No matter how well they do in the above areas, if leaders do not practise what they preach, they will surely fail in their mission.

If executives ask their team members to open themselves up, they must behave as a role models. Have you attended an online meeting in the past year? Did everyone turn on their camera, including the boss? It may be a small thing but it's the type of thing a good leader should insist on. Rightly or wrongly, employees tend to imitate their leaders' behaviour.

08 Jun 2021, 04:47
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20 Jun 2021, 12:59
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22 Jun 2021, 09:28
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