By Michele de Kreek

Following on from our last blog from 20 November, we posed the concept of being a receptive leader, to receive messages from the environment we find ourselves in, coupled with the ability to respond and adapt accordingly. We pondered on whether this change in approach would allow leaders to sustainably lead, survive and thrive in this ever changing world, not just for the pandemic but for the longevity of any organisation?

We spoke about allowing your teams to connect, allow for the collaboration, allow yourself to listen, to feel, get connected… because after all, we are all human!

And whilst that may be easier said than done, how do we take action towards integrating our existing leadership quality of resilience with being a receptive leader.

It is important for us to note that it is not about being resilient or receptive, it is more about learning that our leadership style can – and should –  incorporate both.

So how do we move and create the right environment for us all to come to our senses?

Could we start with redefining productivity, is our behaviour time-driven or output-driven?

Could we enable and trust people around us, to create space for ourselves to bring more of “us” to the team? How do we work together to enable us sense the future together? Do we as leaders know the people around us? Are we aware of our surroundings?

When we first embark on this journey as leaders, things may seem unclear, it won’t feel normal and it will feel hard to take ourselves, our teams and our organisations out of comfort zones.

And while it may feel messy, I can only recall one of the sayings I once read that Some of the bravest and most important things you can do is just show up.

Once we’ve  started to show up, are we in a position to open ourselves up to the word around us. We start activating all sensors, despite the apprehension.

By doing this as humanly possible, by default become vulnerable (and yes, we could have a whole separate discussion on vulnerability – for now all I need you to know is it is by no means a weakness) will we create human to human connections, not boss to employee relationships.

Making human connections is what breeds gentleness and with that comes collaboration from the hearts and minds not just collaboration of skill but a joint goal that has understanding and will be driven by all parties with momentum.

Suddenly together we learn to adapt. We start finding humour in situations, we talk about problems not hindered by feelings. We accept the past and fight for the future until finally we reach a place of co-existence, awareness that individuals and groups differ in numerous ways including class, ethnicity, religion, gender, and political inclination but despite these differences we learn to use our strengths as a team and don’t thrive on others weaknesses.

It is co-existence or no existence

Up Time Consulting can support your leadership’s journey of resilience to receptive leadership through a facilitated process.  Please contact us on info@up-time.co.za to find out more.