The Missing Link between Leadership Development and Organizational Success

As we foray into uncharted spaces, automation, fast paced technology and space sojourns, are we archaic in our thoughts around Leadership development? We continue to adopt classrooms, conventional thought processes in learning and believe we can shape future leadership with only skill development.
We are networked, period. Virtual is real, period. Given this combination, would our current insights into Leadership development work? Let’s delve into aspects of neuroscience and the realities of our brain and its association to Leadership development
Organizations and Leaders are running past goal posts to catch up with the multiple shifts around us. There is immense pressure to piece together information, decisions, people, behaviors, generational dynamics, newer genders, customers, profits and all of them are dynamic pieces. Today’s leadership development is akin to performing a live surgery while all the systems are functional.
Turn the mirror to the human in us minus the organization. Have we truly caught up with these changes and according to neuroscience, the evolution of our brain is not in true sync with the rest of technological evolution? Here a few insights to consider:
Research indicates that only 2.5% of people studied can multitask with successful outcomes. As Leaders of today, how could we deal with this? Multi-tasking according to the Neuro Leadership Institute drains mental horsepower by to 15 IQ points.
Social threats are physical threats by the brain- A statement such as “May I give you feedback generates the same response as someone suddenly jumping in front of you to scare you” which means any little change- big or small is viewed as a threat. Imagine the shifting technology dynamics and what it could do to Leaders. Have we built enough self-awareness for Leaders to be able to reflect on this?
Our brain versus humankind – The brain is rational, and humans are irrational. The brain is well adapted to change while as humans we are not. We combine the situation ahead with emotions and therefore perceive this as a threat, we are emotional, and biased towards like- minded people.
Distractions deflect purpose. So, if we are not singularly focused on our purpose or goals, or if we do not train our Leaders on the importance of self-awareness towards purpose, how do we drive organizational success? Does this ring a bell as to why few leaders are able to steer organizations to success?
Did you know that self-awareness is the foundation for self-control? Our tendencies for emotional outbursts, unconscious biases have an implication to building, judging and developing teams.
Do we give our leaders space to digest information? Do we allow spacing information intake? Without being able to drain info that is not required, the brain cannot intake newer information.
Not to forget, when are we going to focus on opportunities for our Leaders to do Socratic learning?
Are we incorporating these aspects in our Leadership development curriculum? Food for thought!



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