Enlightened leadership, marked by a commitment to the greater good and fostering a positive culture, often has a short lifespan. This is largely due to a lack of support structures and the pressure to deliver immediate results. However, a study of 2,500 leaders over ten years has revealed strategies to prolong its impact.
Leadership transitions often trigger a shift from enlightened leadership to a more traditional, results-driven approach. This happens when new leaders feel compelled to quickly prove their worth, often sacrificing long-term goals for short-term wins. To counter this, organisations need to create an environment that supports enlightened leadership. This includes setting realistic expectations for new leaders, providing mentoring, and fostering a culture that values long-term goals over immediate results.
The study also found that enlightened leaders often struggle with self-doubt and imposter syndrome, which can undermine their effectiveness. To address this, organisations need to provide support and validation, particularly during challenging times. Additionally, enlightened leaders need to recognise their own worth and not let self-doubt deter them from their path.
Finally, the study highlighted the importance of succession planning. By identifying potential future leaders and providing them with the necessary training and support, organisations can ensure a smooth transition and the continuation of enlightened leadership.
Go to source article: https://www.strategy-business.com/article/The-Short-Life-of-Enlightened-Leadership-and-How-to-Extend-It?gko=87d6e