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Leading in an Agile Environment

In the era of globalization, digitalization and networking, established hierarchical structures are increasingly under pressure. Growing market complexity and uncertainty are placing new demands on the ability of companies and organizations to change and innovate—demands that, in turn, call for a new kind of leadership.

You may also notice that

  • your organization’s environment is changing ever faster and one “change process chases the other”.
  • decision-making processes actually require more time and brains than are available.
  • the great need to exchange information has led to an excessive number of meetings.
  • employees often have more or better information about the customer and the market than the manager.
  • surprising problems keep cropping up for which the organization has not yet developed routines.
  • a younger generation of workers is placing new demands on co-determination and the meaningfulness of their work.

Today’s requirements: adaptability and innovation

Agility is now a response to help organizations become capable of acting swiftly and responsively in the face of change within a complex environment. This has significant implications for how people collaborate within the organization—and especially for leadership.

This approach moves away from emphasizing hierarchy as a guiding force and instead focuses on distributing responsibility and optimizing cooperation between employees. This results in a massive change in the understanding and role of leadership.

In the current environment of increasingly dynamic and complex markets, agile leadership has proven to be helpful in dealing appropriately with uncertainty and unpredictability in organizations.

” Learn more here about our approach.

What does agile leadership mean?

Analysis and long-term planning take a back seat, as do directive and controlling behavior. Process control is called for, and that requires a good deal of trust. Decisions are now best made where the problems arise and therefore where the experience is. This demands a fundamentally different mindset, new tools, and a different way of working together from the entire team.

  • Clarity about the common purpose serves as “invisible leadership”
  • A high degree of empowerment of employees, often in the form of self-managing teams, enables faster action (avoidance of “bottle necks” due to rigid hierarchy)
  • Integrative decision-making processes increasingly involve those affected and experts
  • Collective intelligence replaces the limited knowledge of individuals
  • Focus on results, not on how to get there (more transparency)
  • Willingness to experiment and quick implementation (“Safe enough to try”)
  • Customer proximity and orientation are always at the forefront
  • Tailor-made communication formats with higher frequency and frequent feedback
  • Communication at eye level (less “push”, more “pull”)

Management training for your company

This new paradigm of leadership is demanding and often requires leaders to have greater communication and conflict management skills. New tools and procedures are required and need to be practiced.

We support you in a variety of ways. We help you to develop and set up suitable structures. We provide our expertise in proven tools and methods and support you in implementing them skillfully. We gradually introduce you, your organization and your management team to the agile mindset and the associated tools so that you can implement the appropriate level of agile leadership for you.

Here you can find out how a leadership training could look like in your company.

To the leadership training course:
Leading in an agile environment
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