In times of such rapid change, of diverse professional profiles, and economic uncertainties, maintaining a centralized management model is no longer sustainable. This market transformation is nothing new; it has been happening and taking shape for decades.
A contributing factor to the acceleration of this scenario was the crisis caused by Covid-19, trends that would take years to consolidate stabilized in a few months.
Given this, it is common that there is an expectation for a leader who can follow this movement and visualize the new needs of the team and of course, the growth of the company. Therefore, other skills and competencies can be fundamental.
But what can we expect for the leader's profile in the future? With different generations sharing the corporate world, the way to stimulate and influence subordinates may not be the same. A leader of the future needs to be fearless, adapt to changing or innovative scenarios with ease, and plan appropriate strategies for these different situations.
The ideal leader knows how to handle oscillations, abstruse problems, and interpersonal conflicts; his or her management is based on trust and respect for differences. A broad vision of the future is indispensable, as well as implementing the culture of innovation and diversity, the focus is on providing autonomy and empowerment to team members, and consequently, the debate of ideas develops a lighter routine and improve satisfactory performance.
Be a leader and not a boss, guide instead of telling, encourage and not just charge for something, generate enthusiasm is more sacred than generate fear. Not only that, look for solutions and not only guilty people, trust and accompany and not only supervise and demoralize.
Authoritarian figures are not compatible with the profile of the leader of the future, where participation and integration count and a lot, the goal is no longer just performance and expands to business development and retention of professionals.
