A Leader's Corner

Once upon a time, a person with a high Intelligence Quotient won significant achievements and was often acknowledged as the best leader. However, blame it on the evolution of human minds and emotions, or on the changing times, in the current era, humans are a central point in the tornado of change brought about by digitalization and automation. Thus, came a time when having a strong Emotional Quotient was considered, if not more, equally important to having a cognitive mindset. 

While traditional leadership styles that focused primarily on numbers, finances, and revenues started taking a backseat, collaboration, and inclusiveness became imperative for businesses to succeed in times that are characterized by volatility and continuous change, thus resulting in an environment that moved from the top-down communication approach to a team-centric approach.

As a person who deeply believes in, and advocates for this style of leadership, I decided to do some ground research and dissect the impact this style has in today’s corporate scenario while using some of the innate traits that we possess, to inculcate collaboration in our professional lives.

Why is collaborative leadership style more required today than ever?

If everyone is moving forward together, then success takes care of itself – Henry Ford.

The organizational structure today, has moved away from a centralized position to more cohesive, diverse teams and open communication channels. This means that ultimately it is inter-departmental communication that helps professionals stay abreast of the regular innovations in the industry, decisions in the company

and the latest skills that are in demand. And it has a huge impact: professionals get to learn from the experiences and challenges of a diverse group of colleagues. Therefore, they look for a leader who exhibits a more participatory than directive role, and empowers individual choices. They look for fresh perspectives, leaders who challenge and motivate them and encourage constructive discussions and debates. Therefore, while diversity does play an important role in determining the construction of today’s workplaces, collaboration gains an upper hand in making sure that the workplace performs effectively.

Make collaboration a part of your leadership style: Harness those innate skills

Build Trust

An organization that is based and relies on trust often excels in all directions. When people work in an environment where they trust each other, and trust the leader, they move forward with integrity and do not withhold important information from each other. At a leadership position, it is often easy to focus on the “need-to-know”, and forego the other aspects that may not seem crucial at the moment. But to inculcate collaboration, it is essential to fabricate the foundation with trust, and therein comes the role of transparent communication. A regular team call, a catch-up meeting, an event that is informal often enables a two-way communication street, and people start trusting each other, relying on each other for advice and feedback, and coming forward to express their views more freely.

Communicate with clarity and persuasion, not force

A persuasive communicator is able to communicate his/her purpose with

conviction, without relying on force or command. And developing this style takes time, effort and practice. Try to assert your points (positive or negative), without having to use a commanding or passive tone. A solid example of this would be :

“I do not agree with you, I think this is invalid in our situation” —–> Dismissive and negative tone

“I completely understand your point, however, I think our situation calls for a different analysis” —-> Assertive tone, with empathy

Often we are so engrossed in the way we speak and communicate, that we do not think or gather our thoughts before speaking. And this results in a huge gap between what we actually want to convey, and what we end up saying. So take a pause, think about your sentences, frame them properly, and then speak out loud. Doing this will ensure that people not only hear what you say, they listen to you, and

think about what you have said, even after you have stopped speaking.

Form teams on complementary strengths

Having a practical grasp of the various competencies that people possess is the first step in forming the right team. And skills, in this case, do not just mean technical or tangible skills. They include a wide array of abstract and EQ skills as well, such as problem-solving abilities, negotiation skills, people skills, creative mindsets, etc. Categorize people into several learning styles, diverse personalities and orchestrate a team that blends all of these well. This ensures a team in which people learn and grow, and constantly challenge each other’s perspectives to achieve perfection. And while their strengths complement each other, and strengthen the entire team, the conflicts will help them navigate through difficult situations and encourage the participation of all – a precondition for collective

intelligence.

Don’t just lead, Mentor people

The collaborative leadership style is all about inclusion, and this also includes focusing on individual and collective development. Mentoring is a brain to pick, an ear to listen, and a push in the right direction. Often, people who are introverted by nature find it difficult to adapt to a collaborative environment. They remain enclosed in their individual silos, and cannot decide the best way to convert the “me” into “we”. Mentoring plays a big role here. A mentor supports and guides an individual, and shows them the right way to break out of the emotional casings and interact. When you mentor someone, you also forge a meaningful relationship of trust, support, and reliability, and people make efforts to contribute positively to the workplace.

To conclude, it is a complex organizational environment that has sprung up, today. Flatter hierarchies, cross-functional and cross-national teams, and matrix structures are becoming increasingly common. Human relationships are valued more than ever, and leaders who recognize this, go a long way in securing a successful business model and end up creating legacies.