This article originally appeared on the ATD website.
What does it mean to practice adaptable leadership in the public sector, and why is it important?
People who are assessing public administration and related work often suggest that adaptable leadership is even more necessary here than it is in the private sector. Public sector leadership faces specific types of challenges and mandates and brings various types of opportunities to enhance how leadership works.
As we talk about the utility of adaptable leadership in public sector jobs, we’ll see how today's leadership roles work on a number of consistent values that help the best professionals provide results to the communities they serve.
Awareness and Change
Leaders who are self-aware understand the context in which they think and make decisions and are better able to become ongoing learners. As such, they are more adaptable.
Some people describe this type of adaptable leadership as requiring a continual bold disruption and iterating innovation on a regular basis. Adaptable leadership responds to challenges in real time and works in the context of fluctuating realities.
Leaders need to think about change in the form of macro and micro levels. This is one of several areas where the general principles of self-awareness support better leadership. As individuals actively practice this kind of scaled thinking, they come up with insights that can be beneficial to a constituency. That’s not to say that every idea coming out of this is going to be great. There’s a temptation and tendency in traditional models to think that good leadership depends upon someone’s intelligence. Beyond technical proficiency, though, is how well an adaptable leader can learn that makes a big difference.
Leaders who can achieve an adaptable leadership model are better able to lead global, established organizations as if they were startups with a startup mindset. A big business that can continue to operate with a startup mindset challenges paradigms that have held enterprise back for a long time. Again, that’s not to say that any startup mindset will automatically be superior. It’s more of a journey toward innovative thinking as a discipline. It’s not just change for change’s sake. It’s much more about growing and developing in a way that allows the leader to more frequently step back and engage in helpful forms of self-analysis.
Obstacles to Adaptive Leadership
Another way to characterize adaptable leadership is to look at the challenges that apply. Adaptable leaders are often involved in breaking down hierarchies and insufficiently agile silos. Agility as a key goal in software development is also necessary in public sector administration and beyond. Breaking down silos is also prized in software development. Data needs to flow to where it’s helpful, which is true in leadership too. There’s a real correspondence that is helpful to think about when you contemplate what makes adaptable leaders.
A Way Forward
When you start having a conversation about adaptable leadership, you often start hearing other values added into the mix. Wisdom and the ability to reflect well will add to the adaptable leader’s knowledge base. Values related to humility and empathy will allow that person to draw from the power of the community, rather than acting as an island, or, if you will, in a silo of their own.
Deloitte shows that only 14 percent of CxOs have a "high degree of confidence" in developing this type of leadership, or more accurately, in a similar type of innovative attitude that would help them to "make the changes that the digital revolution requires." However, it doesn't have to be this way. The keys to adaptable leadership are here for public sector and private sector leaders to use.
In the end, self-awareness is the key. There's the ability to reflect, be resilient, and to change. What all of this has in common relies on that core awareness. By developing a big-picture analysis that includes the individual’s own leadership styles, intentions, habits, and perhaps implicit bias or reactive thinking. Put it all together and you have a road map for developing an adaptive approach.
Start Upskilling and Reskilling Your Government Leaders Today.
Develop stronger leaders across all levels of your organization with these free leadership courses designed to equip government leaders with the skills they need to practice adaptable leadership.
Wilt u blijven leren? Bekijk onze producten, klantverhalen en de nieuwste branche-inzichten.
Hoe kun je de volgende generatie werknemers aantrekken en behouden?
Vincent Belliveau, Chief International Officer, Cornerstone
Anders werken in een nieuwe wereld: HR-voorspellingen 2024
Hoe goed weet uw organisatie om te gaan met de snelle veranderingen die op ons af blijven komen? 41% van de werknemers zegt niet te beschikken over de benodigde middelen om hun skills te ontwikkelen, terwijl 59% op zoek is naar meer loopbaanbegeleiding. Daarom is het voor HR-managers belangrijker dan ooit om op de hoogte te blijven van de nieuwste trends en te begrijpen wat deze voor hun personeel en organisatie betekenen. Toch maakt meer dan 60% van de organisaties geen gebruik van AI-technologie om hun talentprogramma te optimaliseren.
The 5 Employment Laws Every Manager Must Know
Employment law is complicated and can have big repercussions for your company if employees fail to adhere to it — either out of ignorance or neglect. A talent contractor for Comcast was just forced to pay $7.5 million to settle a lawsuit over unpaid overtime — a violation of employment law. While you can't expect everyone at your company to be experts in the law (that's why you should have an attorney on retainer), your managers should be trained on the basics. Otherwise, you make your company susceptible to lawsuits.