We assign leadership contributions to three dimensions: the leader, the led and the organisation. All three dimensions make contributions - and an improvement of the management system will have to harmonise all three dimensions or balance the interaction.
What's the point of leadership development if the organization's incentive systems work against the goals? How can agile guidelines be effective if the necessary information systems or new technological capabilities, and the required skills among employees and team members are missing? IT- and AI-supported processes miss their controlling function if they suddenly have to fight against strong corporate cultural routines and taken-for-granted practices.
In order to improve the interaction of the three dimensions, we focus on the following elements:
Leadership structures & decision-making processes
The organizational set-up and the mechanisms through which decisions are made – also under the influence of data-based and AI-supported decision-making processes.
Interaction structures & leadership chains
The interaction between different levels, functions, center and periphery: what happens when leadership impulses cross such boundaries?
Leadership culture and values
The shared beliefs and practices that explicitly and implicitly shape and promote leadership behavior.
Incentives and reward systems
Structures that recognise and promote performance to increase motivation and engagement.
Leadership skills
Skills of managers (and employees) who, in addition to “self-management” and “leading others”, also have to master leadership by designing organizational structures.
