Leading a team has just become a bit more challenging with now 4 – soon 5 – generations in the workplace. So how do you motivate every generation and involve everyone in the same task when each generation responds different? Studies show that the greater the generation diversity, the lower the overall engagement is in workplaces.
It all started with an idea – or maybe even a dream – more than a year ago. A dream of gathering 24 smart, crazy, curious and energetic people, and hack problems of the future. And like all other good dreams we began the adventure by buying the domain name Hacktober and never looked back. I’ll get back to the name later.
A few weeks and months passed by and we hadn’t done anything with the domain. We still haven’t. But what we decided to do after those month was to make a speedboat. A speedboat to experiment if the dream could come true.
The role of the responsive leader is based on the need for soft skills, business drive, a holistic understanding of the dynamics within the organization, and nurturing social capital. This requires that the responsive leader is both a coach and a mentor. When talking about coaching, mentoring, and teaching there is a layer of delegation involved. How much do you delegate in which role?
“You must master both coaching and mentoring, and apply it with situational leadership both towards the individual employees and towards the team as an entity”. – Erik Korsvik Østergaard, The Responsive Leader
Whether you are a coach or a mentor depends on the situation you are in – and it also depends on the employee or team. Sometimes there is even a need for a teacher, but nevertheless you must know the role that is required of you in a particular situation – also known as situational leadership.
In this second part I continue my view on the what, the how, the why of the roboboss. We smelled the roboboss in part one, and let me just reveal that the smell will not go away. Oh yes, and then I promised a namedropping of Robert Downey Jr. It will come. But let us first see what the politicians and research are saying, what it means to be high tech and/or high touch, and why we need to split management and leadership.
Two intense days in San Diego with the WorldBlu tribe have come to an end. And what an experience! Here are our take-homes, in a fast, short format: Focus on freedom at work, reconnecting with the WorldBlu network, and readjusting our mental compass. Great inspiration for all leaders.
The Usain Bolt speed of technology being integrated in our everyday life is not to be neglected. This also goes for our work life. But how should we deal with, and, not least, how should leaders deal with it? Are we at a point where we are ready to talk about a roboboss?
For me, the answer to that question calls for blog that is broken into two parts. First, giving a needed historic view of technology, and an overview of what kind of software and technology is out there that can strengthen and support leaders in their actions. Second, a discussion of high tech AND/OR high touch, as well as management AND/OR leadership – a discussion that will also include an odd namedropping of Robert Downey Jr.