Leadership style

Is your leadership style fitting with the digital era?

By Giorgia Madonno Marco Polo Consulting

In the attached article we can find a very interesting reflection on how the leadership style has changed over the years. Command and control, we know, does not work anymore an open approach is now needed.

"Advancement in digital technologies has disrupted everything, including leadership styles, according to Barry Libert, Jerry Wind and Megan Beck Fenley. Employees want more ownership rather than to follow instruction; customers want to participate in the marketing and development process; and leaders are finding that open and agile organizations are able to maneuver more effectively than organizations where “all insight and direction comes from the top. In short, the autocratic Commander, whether brilliant or misguided, just won’t cut it anymore,” they write in this opinion piece."by "World economic forum"

Read more here

Are you curious to know what we are doing at:

Marco Polo Consulting?

By Giorgia Madonno Marco Polo Consulting

We are co-creating  a better working

environment & more engaging/ 

adaptive organizations

How to create trust in a team

Vulnerability for  team effectiveness

By Giorgia Madonno Marco Polo Consulting

 

 

The only way to create trust in a team is creating the right environment where people can feel free to put down the mask and be vulnerable.

 

 

 

Usually when at Marco Polo Consulting, we consult on the team effectiveness we work on the 5 dysfunctions of a team.

 

The first one is exactly the lack of trust.

 

On this aspect we do half day workshop:

 

1) people are requested to bring their personality profile at the workshop

 

2) after some icebreaker and explanation on why trust and vulnerability are important for the team, they share some "personal information" that make them known better by the other team members

 

3) each of them present to the others his own profile 

 

4)  they do an exercise helping them to receive feedback from the others and know their blind spot (we call it "cornice" - "frames")

 

5) in the afternoon we do individual coaching or peer coaching

Usually it works very well and people really open up.

 

After that each month we work on the other 5 dysfunctions and cross-cultural skills (if needed) with workshop and coaching + action learning de-briefing and people work together to co-create labs and prototypes on aspects important for the team's health.

 

We meet them regularly and do coaching circles to help them overcome roadblocks