SlideShare a Scribd company logo
1 of 8
Download to read offline
21ST CENTURY
LEADERSHIP SKILLS:
THE HEART
OF ORGANIZATIONAL
TRANSFORMATION
2017
CORPORATE
PHILANTHROPY
AWARDS HONOREE
The pace of change that leaders today must understand, confront, and
adapt to in order to build and sustain thriving businesses and social
enterprises is unrelenting.
Every day leaders learn about a myriad of emerging trends that are
certain to impact revenue, profit, the workforce, and the stock price…
be it cybersecurity, artificial intelligence, automation, big data, the ever-
changing regulatory landscape, digital transformation, millennials,
“Holocracy”, “Agile”, social enterprise, outsourcing, and so on. Leaders
must be ready to lead and drive change throughout their organizations to
remain viable in the 21st century.
And, the attributes that are needed today are not the same skills that
were taught just a few decades ago. Of course leaders still need to
understand finance, marketing, and management skills, but today,
there is also a set of new skills that are being defined as 21st century
leadership skills. These skills are especially tuned to ensure that leaders
can meet the demands of a time of great change and ambiguity, as well
as the convergence of a number of cultural and societal shifts that have
the potential to disrupt and destabilize businesses of all sizes.
No longer does the command and control model of leadership and
management seem to work. The best and brightest in our workforce
expect to be able to contribute fully to the setting of vision, values, and
strategic direction. They expect, as they should, to be able to bring their
full selves, and their full lives to their work. Work life balance has been
replaced with living a life that works in all areas – social, personal, and
professional. Team members are looking for purpose in their lives, and
in their work, and they expect to find it reflected in the core values and
business model of the companies that they choose to work for and with,
and to buy from.
We have observed that the most successful leaders of the 21st century
share a set of common attributes that, when combined, make them
especially adept at leading teams through this time of change. Leaders
that are unprepared or unwilling to adapt find themselves struggling
to create productive, inspiring, and effective workplaces with team
members who are passionate about the success of the enterprise.
In the following pages, we will provide you with a self-assessment tool
and recommendations to further evolve your skills and ready your
organization for inevitable change.
We are committed to supporting and enabling
bold 21st century leaders; those agents of change
whose visions positively impact the world. If
that is you, and you want to learn more about how we can
help you realize your Future State, please use promo code
“BEYONDTHECHECK” when you email info@futurestate.com
for a free 2-hour workshop with your team.
So, what are those unique attributes that leaders must have to propel
their organizations to success and remain relevant in the current market?
We feel there are 5 attributes that leaders need to develop now more
than ever before:
1.	 Purpose Driven: Can clearly articulate personal passions,
commitments, and values. Naturally looks at how business decisions
impact a broad set of stakeholders that extend beyond shareholders
to the environment, employees, and the community. Purpose driven.
2.	 Self-Aware: Understands one’s strengths and weaknesses and can
express vulnerability. Deepens self-awareness with mindfulness
techniques. Able to support others in their ability to become more
self-aware and help them work to their strengths.
3.	 Creative: Thinks about opportunities and solutions multi-
dimensionally and brings new perspectives, ideas, and ways of
thinking, to the table. Highly adaptable, flexible. Manages anxiety
well. Transparent in their decision-making process.
4.	 Connected: Recognizes own implicit bias and adjusts. Equitable, fair
and values relationships. Curios and generous to hearing new points
of view. Puts forging relationships above their personal needs.
5.	 Change Agent: Has the courage to make a difference in the face of
adversity. Steps up to the challenge of bringing new ways of working,
ideas, and mindsets to reality through a strong commitment to the
future.
The assessment tool below can help you determine where you are
at on the path to becoming a 21st Century Leader and help identify
opportunities to help you continue down the path to realize your vision.
THE ATTRIBUTES OF A 21ST CENTURY LEADER
BEHAVIORS
HOW OFTEN DO YOU
DEMONSTRATE THIS
BEHAVIOR?
(1 = rarely, 5 = often)
Personal passion and purpose is clear to self
and others
The purpose of the organization (or initiative)
is published, known by all, and core to the
operations of the business (or initiative)
Business practices are socially and
environmentally sustainable and serve the
needs of the team. Performance against
these metrics is assessed independently, i.e.
through bcorporation.net
Apply a stakeholder view of what’s important
to the business (or initiative), looking beyond
shareholders to the needs of the environment,
the community, and the team
Does not sacrifice the vision or the integrity of
the purpose to achieve short term results
TOTAL
PURPOSE DRIVEN
ASSESSMENT TOOL
BEHAVIORS
HOW OFTEN DO YOU
DEMONSTRATE THIS
BEHAVIOR?
(1 = rarely, 5 = often)
Shows vulnerability, acknowledges and cleans
up mistakes readily and often
Recognizes the unique contributions of others,
individuals, and teams as essential to own
success
Knows personal strengths and weaknesses
and shares them freely, soliciting feedback
and coaching
Knows strengths and weaknesses of key
team members and encourages transparency
on these topics to better support team
collaboration, empathy, and support
Practices mindfulness techniques to recognize
triggers and thoughts and to bring a new
level of awareness and presence to every
interaction
TOTAL
SELF-AWARE
ASSESSMENT TOOL
BEHAVIORS
HOW OFTEN DO YOU
DEMONSTRATE THIS
BEHAVIOR?
(1 = rarely, 5 = often)
Able to see challenges as opportunities and
address opportunities from all angles. Deep
understanding of the customer and what
makes them tick
Low level of anxiety; presence of mind to think
creatively when others are operating from fear
Agile, adaptable, able to let go of previously
held limiting beliefs; flexible
Action oriented, comfortable making a
decision and moving forward, even in the face
of ambiguity and incomplete data
Highly collaborative, seeks feedback and
input from internal and external resources
to augment and expand own thinking, bring
forward new ideas, and break down silos
TOTAL
CREATIVE
BEHAVIORS
HOW OFTEN DO YOU
DEMONSTRATE THIS
BEHAVIOR?
(1 = rarely, 5 = often)
Recognizes own implicit bias and adjusts;
equitable, fair
Assumes good intent, sees the good in others
Generous,open,sharesfreely.Notcompetitive,
low ego, direct and transparent, confident in
self
Values personal relationships, spends time
getting to know people for who they are, not
just what they do
Curious – asks a lot of questions, listens
intently, learner’s mind
TOTAL
CONNECTED
ASSESSMENT TOOL
BEHAVIORS
HOW OFTEN DO YOU
DEMONSTRATE THIS
BEHAVIOR?
(1 = rarely, 5 = often)
Brings a sense of urgency, shows compelling
case for the change, clarifies the vision
Demonstrates leadership, increasing trust
and team work with an engaged and aligned
organization
Excellent communication skills: address
resistance; engage people
Finds opportunity for quick wins; shows new
direction, practice behaviors, celebrates
success
Models the cultural shifts visibly, shows new
behaviors
TOTAL
CHANGE AGENT
Score of 40 or under:
You might be a bit old school
If you are modeling your leadership style off of how you think you
should act or more traditional command and control models, you
are missing opportunities to truly connect and bring forth the
best in others. Look for opportunities to increase your own self-
awareness first, and then truly work to connect with your team to
tap into their passions and strengths to achieve your extraordinary
shared vision of success. We are here to help you on this journey.
Score of 41-85:
You are on your way with opportunities to improve
You likely are pretty open about your strength and weaknesses,
and you are working to bring your full self and best self to your
role as a leader. Up next, make sure that the vision for your work,
the big why, is not only powerful for you, but truly resonates with
your team. Create the purpose and vision for your initiative or your
company with your team members, and you will be unstoppable.
Let us know if we can help.
Score of 86-125: Congrats, you are a master, ready to
coach others!
Your organization or team are firing on all cylinders! Congratulations
for doing the work on yourself to be truly self-aware, present,
connected, and creative and for digging deep to find true meaning
and purpose for your organization. Now it is up to you to develop
the next generation of leaders. Let us know how it goes!
RESOURCES
If you are looking to move your 21sts century leadership skills forward
across these five domains, we have curated a list of some of our favorite
resources for you to consider.
Purpose Driven
•	 What are B-Corps?
•	 The B-Corp Impact Assessment
•	 Simon Sinek: Start with Why
•	 Simon Sinek: Find your Why
Self-Aware
•	 Brene Brown: The Power of Vulnerability
•	 The Tilt 365 Assessment
Creative
•	 Think Wrong
•	 Creative Confidence
Connected
•	 Crucial Conversations
•	 Give and Take
•	 Leaders Eat Last
Change Agent
•	 The Heart of Change, John P Kotter
•	 The Lonely Role of a Change Leader
•	 The ADKAR Model of Change Management
THE HEART OF CHANGE LEADERSHIP
Our organization, Future State, is an employee owned, woman-led,
purpose-driven, certified B- Corporation. We help organizations through
large scale change bringing an interdisciplinary and human centered
approach to organizational transformation. Our most successful projects
have one very important player right in the middle of the mix – the change
leader or change agent.
So why does a consulting company that helps organizations go through
change care so much about honing these 21st century leadership
skills? The thing is, without self-awareness, a compelling purpose,
strong relationships, and creative problem solving skills, you cannot
successfully lead your organization through change. But, when you bring
these attributes, it is also one of the most rewarding opportunities that
one can have in one’s career – to see that a change is needed and
to move forward in pursuit of that new future despite the barriers and
obstacles in your path.
“A true leader has the confidence to stand alone, the
courage to make tough decisions, and the compassion
to listen to the needs of others. He/She does not set
out to be a leader, but becomes one by the equality
of his/her actions and the integrity of his/her intent.”
					 - Douglas MacArthur
The role of change leader is not usually something that one is assigned
to take on –it is in the core of who one is. To be a bold change agent
takes courage, it takes commitment to a possibility, a future that others
cannot see. It often requires ruffling feathers and a sense of urgency
when others see no danger, no need to change.
Change agents are often seen as a threat or as an alarmist by their peers.
In fact, they are just the first to see the challenges on the road ahead,
and they have already envisioned a new future where these challenges
have been met and overcome. They are optimistic at their core.
Only with 21st century change leaders at the helm of transformational
change will the individuals impacted by the change be guided through
the various stages of loss and uncertainty that come with it and emerge
engaged in and contributing to the shared vision for the future.
We are committed to supporting and enabling bold 21st century leaders
- those agents of change whose visions positively impact the world.
To learn more about how we help leaders develop the 21st century
leadership skills needed to successfully lead change in their organization
and in the world, please reach out to info@futurestate.com today.
Email info@futurestate.com with the promocode “BEYONDTHECHECK” and we
will conduct a 2-hour mini-workshop for you and your teams free of charge.
Topics we can support include, but are not limited to:
AGENTS OF POSITIVE CHANGE, WE SEE YOU!
WE APPRECIATE YOU, AND WE ARE ROOTING FOR YOU.
•
Building change
leadership skills
•
Driving
employee
engagement
•
Driving shared
purpose and
vision
•
Building a
compelling
culture
•
Strategic
planning
•
Increasing social
impact, building
a purpose driven
company

More Related Content

Recently uploaded

An Important Step Toward Process Improvement
An Important Step Toward Process ImprovementAn Important Step Toward Process Improvement
An Important Step Toward Process ImprovementCIToolkit
 
Making Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity DiagramsMaking Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity DiagramsCIToolkit
 
Performance Management Notes for MBA Students
Performance Management Notes for MBA StudentsPerformance Management Notes for MBA Students
Performance Management Notes for MBA StudentsManickam Gajapathy
 
From Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EMFrom Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EMGloria Chow
 
Applying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous ImprovementApplying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous ImprovementCIToolkit
 
A3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem SolvingA3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem SolvingCIToolkit
 
Roadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint PresentationRoadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint Presentationgdscghrcem
 
ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...
ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...
ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...AgileNetwork
 
The Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and EffectThe Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and EffectCIToolkit
 
Test_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteenTest_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteenolgaz9
 
How the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the StudioHow the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the StudioChristopher Totten
 
Forget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outsForget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outsStephan Koning
 
HR for Non HR_Learning and Development.
HR for Non HR_Learning  and Development.HR for Non HR_Learning  and Development.
HR for Non HR_Learning and Development.azischin
 
Analyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value MappingAnalyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value MappingCIToolkit
 
Tackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna RothmanTackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna RothmanStefan Wolpers
 
Improving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba WalksImproving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba WalksCIToolkit
 
Organizations in a Future with Generative AI
Organizations in a Future with Generative AIOrganizations in a Future with Generative AI
Organizations in a Future with Generative AIKye Andersson
 
What is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdfWhat is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdfBALASUNDARESAN M
 
Empowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging LeadersEmpowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging LeadersMahmoud Rabie
 

Recently uploaded (20)

An Important Step Toward Process Improvement
An Important Step Toward Process ImprovementAn Important Step Toward Process Improvement
An Important Step Toward Process Improvement
 
Making Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity DiagramsMaking Sense of Multiple Ideas with Affinity Diagrams
Making Sense of Multiple Ideas with Affinity Diagrams
 
Performance Management Notes for MBA Students
Performance Management Notes for MBA StudentsPerformance Management Notes for MBA Students
Performance Management Notes for MBA Students
 
From Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EMFrom Command Line to Reporting Line: The Diary of a First-Time EM
From Command Line to Reporting Line: The Diary of a First-Time EM
 
Applying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous ImprovementApplying the PDCA Cycle: A Blueprint for Continuous Improvement
Applying the PDCA Cycle: A Blueprint for Continuous Improvement
 
A3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem SolvingA3 Thinking: A Structured Approach to Problem Solving
A3 Thinking: A Structured Approach to Problem Solving
 
Roadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint PresentationRoadway to GDSC- Session 1 Powerpoint Presentation
Roadway to GDSC- Session 1 Powerpoint Presentation
 
ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...
ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...
ANIn Coimbatore March 2024 | Agile & AI in Project Management by Dhilipkumar ...
 
The Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and EffectThe Role of Fishbone Diagram in Analyzing Cause and Effect
The Role of Fishbone Diagram in Analyzing Cause and Effect
 
Test_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteenTest_document_upload_SQL_minimum_fourteen
Test_document_upload_SQL_minimum_fourteen
 
How the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the StudioHow the Heck do you Teach Level Design? Educating in the Studio
How the Heck do you Teach Level Design? Educating in the Studio
 
Capacity2 - Briefing and Facilitation training slides
Capacity2 - Briefing and Facilitation training slidesCapacity2 - Briefing and Facilitation training slides
Capacity2 - Briefing and Facilitation training slides
 
Forget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outsForget Fiverr : Fractional Employment the ins and outs
Forget Fiverr : Fractional Employment the ins and outs
 
HR for Non HR_Learning and Development.
HR for Non HR_Learning  and Development.HR for Non HR_Learning  and Development.
HR for Non HR_Learning and Development.
 
Analyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value MappingAnalyzing and Monitoring Processes through Time Value Mapping
Analyzing and Monitoring Processes through Time Value Mapping
 
Tackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna RothmanTackling Fake Agility w/ Johanna Rothman
Tackling Fake Agility w/ Johanna Rothman
 
Improving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba WalksImproving Operations through Observation and Gemba Walks
Improving Operations through Observation and Gemba Walks
 
Organizations in a Future with Generative AI
Organizations in a Future with Generative AIOrganizations in a Future with Generative AI
Organizations in a Future with Generative AI
 
What is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdfWhat is 5S principles of trainers for training institutions.pdf
What is 5S principles of trainers for training institutions.pdf
 
Empowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging LeadersEmpowering Resilience & Strategic Growth: Insights for Emerging Leaders
Empowering Resilience & Strategic Growth: Insights for Emerging Leaders
 

Featured

Social Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie InsightsSocial Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie InsightsKurio // The Social Media Age(ncy)
 
Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
 
5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summary5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summarySpeakerHub
 
ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
 
Getting into the tech field. what next
Getting into the tech field. what next Getting into the tech field. what next
Getting into the tech field. what next Tessa Mero
 
Google's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search IntentGoogle's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
 
Time Management & Productivity - Best Practices
Time Management & Productivity -  Best PracticesTime Management & Productivity -  Best Practices
Time Management & Productivity - Best PracticesVit Horky
 
The six step guide to practical project management
The six step guide to practical project managementThe six step guide to practical project management
The six step guide to practical project managementMindGenius
 
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...RachelPearson36
 
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
 
12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at Work12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at WorkGetSmarter
 
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...DevGAMM Conference
 
Barbie - Brand Strategy Presentation
Barbie - Brand Strategy PresentationBarbie - Brand Strategy Presentation
Barbie - Brand Strategy PresentationErica Santiago
 
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them well
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellGood Stuff Happens in 1:1 Meetings: Why you need them and how to do them well
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellSaba Software
 
Introduction to C Programming Language
Introduction to C Programming LanguageIntroduction to C Programming Language
Introduction to C Programming LanguageSimplilearn
 
The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...
The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...
The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...Palo Alto Software
 

Featured (20)

Social Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie InsightsSocial Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie Insights
 
Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024
 
5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summary5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summary
 
ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd
 
Getting into the tech field. what next
Getting into the tech field. what next Getting into the tech field. what next
Getting into the tech field. what next
 
Google's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search IntentGoogle's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search Intent
 
How to have difficult conversations
How to have difficult conversations How to have difficult conversations
How to have difficult conversations
 
Introduction to Data Science
Introduction to Data ScienceIntroduction to Data Science
Introduction to Data Science
 
Time Management & Productivity - Best Practices
Time Management & Productivity -  Best PracticesTime Management & Productivity -  Best Practices
Time Management & Productivity - Best Practices
 
The six step guide to practical project management
The six step guide to practical project managementThe six step guide to practical project management
The six step guide to practical project management
 
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
 
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
 
12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at Work12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at Work
 
ChatGPT webinar slides
ChatGPT webinar slidesChatGPT webinar slides
ChatGPT webinar slides
 
More than Just Lines on a Map: Best Practices for U.S Bike Routes
More than Just Lines on a Map: Best Practices for U.S Bike RoutesMore than Just Lines on a Map: Best Practices for U.S Bike Routes
More than Just Lines on a Map: Best Practices for U.S Bike Routes
 
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...
Ride the Storm: Navigating Through Unstable Periods / Katerina Rudko (Belka G...
 
Barbie - Brand Strategy Presentation
Barbie - Brand Strategy PresentationBarbie - Brand Strategy Presentation
Barbie - Brand Strategy Presentation
 
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them well
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them wellGood Stuff Happens in 1:1 Meetings: Why you need them and how to do them well
Good Stuff Happens in 1:1 Meetings: Why you need them and how to do them well
 
Introduction to C Programming Language
Introduction to C Programming LanguageIntroduction to C Programming Language
Introduction to C Programming Language
 
The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...
The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...
The Pixar Way: 37 Quotes on Developing and Maintaining a Creative Company (fr...
 

21st Century Leadership Skills eBook

  • 1. 21ST CENTURY LEADERSHIP SKILLS: THE HEART OF ORGANIZATIONAL TRANSFORMATION 2017 CORPORATE PHILANTHROPY AWARDS HONOREE
  • 2. The pace of change that leaders today must understand, confront, and adapt to in order to build and sustain thriving businesses and social enterprises is unrelenting. Every day leaders learn about a myriad of emerging trends that are certain to impact revenue, profit, the workforce, and the stock price… be it cybersecurity, artificial intelligence, automation, big data, the ever- changing regulatory landscape, digital transformation, millennials, “Holocracy”, “Agile”, social enterprise, outsourcing, and so on. Leaders must be ready to lead and drive change throughout their organizations to remain viable in the 21st century. And, the attributes that are needed today are not the same skills that were taught just a few decades ago. Of course leaders still need to understand finance, marketing, and management skills, but today, there is also a set of new skills that are being defined as 21st century leadership skills. These skills are especially tuned to ensure that leaders can meet the demands of a time of great change and ambiguity, as well as the convergence of a number of cultural and societal shifts that have the potential to disrupt and destabilize businesses of all sizes. No longer does the command and control model of leadership and management seem to work. The best and brightest in our workforce expect to be able to contribute fully to the setting of vision, values, and strategic direction. They expect, as they should, to be able to bring their full selves, and their full lives to their work. Work life balance has been replaced with living a life that works in all areas – social, personal, and professional. Team members are looking for purpose in their lives, and in their work, and they expect to find it reflected in the core values and business model of the companies that they choose to work for and with, and to buy from. We have observed that the most successful leaders of the 21st century share a set of common attributes that, when combined, make them especially adept at leading teams through this time of change. Leaders that are unprepared or unwilling to adapt find themselves struggling to create productive, inspiring, and effective workplaces with team members who are passionate about the success of the enterprise. In the following pages, we will provide you with a self-assessment tool and recommendations to further evolve your skills and ready your organization for inevitable change. We are committed to supporting and enabling bold 21st century leaders; those agents of change whose visions positively impact the world. If that is you, and you want to learn more about how we can help you realize your Future State, please use promo code “BEYONDTHECHECK” when you email info@futurestate.com for a free 2-hour workshop with your team.
  • 3. So, what are those unique attributes that leaders must have to propel their organizations to success and remain relevant in the current market? We feel there are 5 attributes that leaders need to develop now more than ever before: 1. Purpose Driven: Can clearly articulate personal passions, commitments, and values. Naturally looks at how business decisions impact a broad set of stakeholders that extend beyond shareholders to the environment, employees, and the community. Purpose driven. 2. Self-Aware: Understands one’s strengths and weaknesses and can express vulnerability. Deepens self-awareness with mindfulness techniques. Able to support others in their ability to become more self-aware and help them work to their strengths. 3. Creative: Thinks about opportunities and solutions multi- dimensionally and brings new perspectives, ideas, and ways of thinking, to the table. Highly adaptable, flexible. Manages anxiety well. Transparent in their decision-making process. 4. Connected: Recognizes own implicit bias and adjusts. Equitable, fair and values relationships. Curios and generous to hearing new points of view. Puts forging relationships above their personal needs. 5. Change Agent: Has the courage to make a difference in the face of adversity. Steps up to the challenge of bringing new ways of working, ideas, and mindsets to reality through a strong commitment to the future. The assessment tool below can help you determine where you are at on the path to becoming a 21st Century Leader and help identify opportunities to help you continue down the path to realize your vision. THE ATTRIBUTES OF A 21ST CENTURY LEADER BEHAVIORS HOW OFTEN DO YOU DEMONSTRATE THIS BEHAVIOR? (1 = rarely, 5 = often) Personal passion and purpose is clear to self and others The purpose of the organization (or initiative) is published, known by all, and core to the operations of the business (or initiative) Business practices are socially and environmentally sustainable and serve the needs of the team. Performance against these metrics is assessed independently, i.e. through bcorporation.net Apply a stakeholder view of what’s important to the business (or initiative), looking beyond shareholders to the needs of the environment, the community, and the team Does not sacrifice the vision or the integrity of the purpose to achieve short term results TOTAL PURPOSE DRIVEN ASSESSMENT TOOL
  • 4. BEHAVIORS HOW OFTEN DO YOU DEMONSTRATE THIS BEHAVIOR? (1 = rarely, 5 = often) Shows vulnerability, acknowledges and cleans up mistakes readily and often Recognizes the unique contributions of others, individuals, and teams as essential to own success Knows personal strengths and weaknesses and shares them freely, soliciting feedback and coaching Knows strengths and weaknesses of key team members and encourages transparency on these topics to better support team collaboration, empathy, and support Practices mindfulness techniques to recognize triggers and thoughts and to bring a new level of awareness and presence to every interaction TOTAL SELF-AWARE ASSESSMENT TOOL BEHAVIORS HOW OFTEN DO YOU DEMONSTRATE THIS BEHAVIOR? (1 = rarely, 5 = often) Able to see challenges as opportunities and address opportunities from all angles. Deep understanding of the customer and what makes them tick Low level of anxiety; presence of mind to think creatively when others are operating from fear Agile, adaptable, able to let go of previously held limiting beliefs; flexible Action oriented, comfortable making a decision and moving forward, even in the face of ambiguity and incomplete data Highly collaborative, seeks feedback and input from internal and external resources to augment and expand own thinking, bring forward new ideas, and break down silos TOTAL CREATIVE
  • 5. BEHAVIORS HOW OFTEN DO YOU DEMONSTRATE THIS BEHAVIOR? (1 = rarely, 5 = often) Recognizes own implicit bias and adjusts; equitable, fair Assumes good intent, sees the good in others Generous,open,sharesfreely.Notcompetitive, low ego, direct and transparent, confident in self Values personal relationships, spends time getting to know people for who they are, not just what they do Curious – asks a lot of questions, listens intently, learner’s mind TOTAL CONNECTED ASSESSMENT TOOL BEHAVIORS HOW OFTEN DO YOU DEMONSTRATE THIS BEHAVIOR? (1 = rarely, 5 = often) Brings a sense of urgency, shows compelling case for the change, clarifies the vision Demonstrates leadership, increasing trust and team work with an engaged and aligned organization Excellent communication skills: address resistance; engage people Finds opportunity for quick wins; shows new direction, practice behaviors, celebrates success Models the cultural shifts visibly, shows new behaviors TOTAL CHANGE AGENT
  • 6. Score of 40 or under: You might be a bit old school If you are modeling your leadership style off of how you think you should act or more traditional command and control models, you are missing opportunities to truly connect and bring forth the best in others. Look for opportunities to increase your own self- awareness first, and then truly work to connect with your team to tap into their passions and strengths to achieve your extraordinary shared vision of success. We are here to help you on this journey. Score of 41-85: You are on your way with opportunities to improve You likely are pretty open about your strength and weaknesses, and you are working to bring your full self and best self to your role as a leader. Up next, make sure that the vision for your work, the big why, is not only powerful for you, but truly resonates with your team. Create the purpose and vision for your initiative or your company with your team members, and you will be unstoppable. Let us know if we can help. Score of 86-125: Congrats, you are a master, ready to coach others! Your organization or team are firing on all cylinders! Congratulations for doing the work on yourself to be truly self-aware, present, connected, and creative and for digging deep to find true meaning and purpose for your organization. Now it is up to you to develop the next generation of leaders. Let us know how it goes! RESOURCES If you are looking to move your 21sts century leadership skills forward across these five domains, we have curated a list of some of our favorite resources for you to consider. Purpose Driven • What are B-Corps? • The B-Corp Impact Assessment • Simon Sinek: Start with Why • Simon Sinek: Find your Why Self-Aware • Brene Brown: The Power of Vulnerability • The Tilt 365 Assessment Creative • Think Wrong • Creative Confidence Connected • Crucial Conversations • Give and Take • Leaders Eat Last Change Agent • The Heart of Change, John P Kotter • The Lonely Role of a Change Leader • The ADKAR Model of Change Management
  • 7. THE HEART OF CHANGE LEADERSHIP Our organization, Future State, is an employee owned, woman-led, purpose-driven, certified B- Corporation. We help organizations through large scale change bringing an interdisciplinary and human centered approach to organizational transformation. Our most successful projects have one very important player right in the middle of the mix – the change leader or change agent. So why does a consulting company that helps organizations go through change care so much about honing these 21st century leadership skills? The thing is, without self-awareness, a compelling purpose, strong relationships, and creative problem solving skills, you cannot successfully lead your organization through change. But, when you bring these attributes, it is also one of the most rewarding opportunities that one can have in one’s career – to see that a change is needed and to move forward in pursuit of that new future despite the barriers and obstacles in your path. “A true leader has the confidence to stand alone, the courage to make tough decisions, and the compassion to listen to the needs of others. He/She does not set out to be a leader, but becomes one by the equality of his/her actions and the integrity of his/her intent.” - Douglas MacArthur The role of change leader is not usually something that one is assigned to take on –it is in the core of who one is. To be a bold change agent takes courage, it takes commitment to a possibility, a future that others cannot see. It often requires ruffling feathers and a sense of urgency when others see no danger, no need to change. Change agents are often seen as a threat or as an alarmist by their peers. In fact, they are just the first to see the challenges on the road ahead, and they have already envisioned a new future where these challenges have been met and overcome. They are optimistic at their core. Only with 21st century change leaders at the helm of transformational change will the individuals impacted by the change be guided through the various stages of loss and uncertainty that come with it and emerge engaged in and contributing to the shared vision for the future. We are committed to supporting and enabling bold 21st century leaders - those agents of change whose visions positively impact the world. To learn more about how we help leaders develop the 21st century leadership skills needed to successfully lead change in their organization and in the world, please reach out to info@futurestate.com today.
  • 8. Email info@futurestate.com with the promocode “BEYONDTHECHECK” and we will conduct a 2-hour mini-workshop for you and your teams free of charge. Topics we can support include, but are not limited to: AGENTS OF POSITIVE CHANGE, WE SEE YOU! WE APPRECIATE YOU, AND WE ARE ROOTING FOR YOU. • Building change leadership skills • Driving employee engagement • Driving shared purpose and vision • Building a compelling culture • Strategic planning • Increasing social impact, building a purpose driven company