Human – the people-focused leadership model for the Future of Work
The Human Model combines elements of the Person-Centred Approach, Systemic Approaches, the Gestalt Approach and Transactional Analysis. It combines these with people skills training methods, agile and New Work methods to create an innovative leadership model. The Human Model comprises seven future-oriented leadership dimensions:
Do you want to increase psychological safety in your team? Share your thoughts. Where leaders communicate authentically and clearly on work-related topics, they give their team members a sense of safety and foster a more open and collaborative team culture.
Leaders need empathy in order to allow emotions to unfold their positive impact. In times of continuous change, it is important for leaders to connect with the people in their teams and find out what is driving them. This helps everyone find their bearings while navigating turbulent waters.
Why are we doing this in the first place? Which of our problems will this solve? What could we do instead? To prepare for the Future of Work leaders must radically challenge fundamental ideas and approaches. Critical thinking empowers teams and companies to adapt to new market requirements.
In the Future of Work interpersonal skills will be more important than ever. Leaders who promote a culture of appreciation help their team members develop courage and motivation to bring all their skills to the table and unlock their full potential.
Team autonomy is a prerequisite for successful change. Team empowerment creates space for new ideas, innovations, synergies and new ways of collaboration. Leaders must lead by example – and identify ways to foster autonomy in their team.
The future presents teams with new challenges that require answers: Ideas, creative solutions, new colleagues, customers and partners, an innovative business orientation. The role of leaders is to promote new thinking. Especially in complex contexts.
In the Future of Work communication, collaboration and decision-making structures will have to be constantly redefined. To achieve this, leaders need a healthy amount of assertiveness – in order to find solutions that create value for them, their teams and the organization.
Wild times, new leadership
The workplace is becoming increasingly complex and demanding. To prepare for the Future of Work, leaders must increase their adaptability to change. In our work with leaders, we have observed that certain career paths and associated professional roles lead to interpersonal skills being particularly strong in some areas and less so in other areas.
We have identified seven essential dimensions that will make the difference in the Future of Work and developed the Human Model accordingly. We guide leaders with the following self-reflective questions: What are my strengths? How does this affect my leadership style? What are my peers’ strengths and what can I learn from them?
Identifying your individual development needs is a key step to professional growth as a leader. This is the greatest potential for change for the leadership of teams and entire organizations.