Breaking away from the norm, embracing new disruptive leadership styles

This is a hard task for some, “breaking away”. People become so ingrained in a process, educational niche, or field/office experience, but lack essential elements critical to long-term success. I’m not referring to hard skills like a solid business plan, accounting, marketing, etc. Rather, it is the essential (soft skills) personal elements that are lacking. Elements that could help boost them to the next level of training and knowledge. But many are afraid to put themselves out there.

There is a fallacy in the realm of education that many don’t recognize until they end up in the wrong career(s). You spend all that time and money to become invested in what? Here are a couple question for you. Are you happy? And is what you are doing authentic?

Is what you are doing, authentic?

Central to transformation is authentic leadership; you need to be able to think outside the box. That becomes a complete mind shift for many. Sometimes the mindshift ends up being quick and full of curves, and not at your leisure. Well, there will be tight curves ahead, so put on your seat belt.

Disruptive Education/Leadership

Good authentic leadership tends to challenge the status quo because they crave continuous learning. They question just about everything, even if they don’t say it out loud. Most good ones probably have a disruptive leadership style. Just in case you missed it, and many of you did. If you look back at the start of the 21st century, disruptive education was the pivotal point. Disruptive education wasn’t just about technology—it was the fundamental shift in philosophy.

21st century, disruptive education was the pivotal point

Risk-taking is something you have to learn as you mature in the business sense and move away from the rigid and safe environments where everyone needs to act, look, and behave the same. You know, the “one-size-fits-all system”. Enter disruption! Decision-making, while necessary for certain areas of business, isn’t as important as innovation and creative transformations to the employees who work at an organization. No one is taking their photo or blasting their accolades to social media. They just show up every day, and yes, that paycheck is a big incentive. Love them! Do ask them what their thoughts are, however. They are your people.

They are your people

If everyone acts differently in your organization, “GOOD“. Embrace that! Create an environment where employees feel they have a safe space to experiment with new thoughts and ideas. Failure doesn’t necessarily mean it didn’t work, just that – that one particular way wasn’t successful. Make it safe to try again, especially when it’s a good idea or concept to pursue. Incentivize employees when milestones are met. Incentives are a form of engagement that can be viewed as ownership, even if not legally owned. Workers want to feel like they have purpose and belong.

Let’s talk about incentives for a minute.

Incentives aren’t all monetary. For example, you don’t want to be the type that never says “thank you” or “good job” to your professional employees. For sure, you don’t want to be the one that nicpics the policies and makes your employees’ lives a living hell either. Allow people to be different! Embrace their uniqueness. The problem may not be them, but you. You might not be able to effectively engage personality types. Incentivize them – by getting to know them as co-workers, professionals in their fields, and maybe even friends.

What drives innovation in your business? Do you embrace experimentation performed by many, or leave it up to just a few? Are you in the way of building success in others? There is a high road, and there is a low road. Be careful of the low road where a representative gains the power to determine how essential someone’s livelihood is; everyone is susceptible to attack – even them. Rather, as stated above, if everyone acts differently in your organization, “GOOD“. Embrace that! Excluding the psycho’s, of course. No psycho’s today.

If everyone acts differently in your organization, “GOOD“. Embrace that!

Maybe it is time you look at the evolution of our changing business environment, and what the disruptive fundamental shift in philosophy has done over 20 years. This is a rapidly changing world, and in many instances, globalism has crept in. Are you ready for this new business environment? The invisible load: The Hidden Leadership Gap Undermining Performance in 2026.

My ending thoughts. “Happiness is a warm blanket, Charlie Brown” —Jean Schulz

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Thanks, Radcliff Design

#disruptive #leadership #ceos #Peanuts