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New Work equals no leadership?

How to be a purpose-driven leader? Try to practice New Leadership that is going in resonance with your team.

NewWork is often equalled with less hierarchy, more freedom, more empowerment – something that’s necessary to attract new talents and get work done in complex situations. Setting up a purpose-driven team is one way to make New Work happen.

Unfortunately, there is a big misunderstanding in the concept of New Work:

„New Work“ is often equated with „no leadership.“

Many leaders struggle with the concept of New Work due to one of the following reasons:
#1: Difficulty to find a way of leading between control and laissez-faire
#2: Shying away from tensions
#3: Not enough presence in daily work
#4: Lack of orientation and inspiration.

It’s pretty simple to overcome such challenges by going in resonance with your team: New Leadership is more leadership, not less.


Here’s how, step by step:

Step 1: Redistribute roles and responsibilities

New Work means that there isn’t a traditional manager that coordinates and prescribes – yet, it doesn’t mean that these task are no longer performed.

Purpose-driven teams prefer to work with roles instead of job descriptions. Work is distributed in roles, and people pick up the ones that fit their talents and individual purposes. Start a role exercise by identifying the activities that are necessary to be successful.

Step 2: Learn consent decision-making

Many fail because they replace central decisions with the principle of „everyone decides.“

It can be frustrating and time-consuming to aim for decisions that make everyone in the team happy. So, surprise your team and suggest, for example, decisions by consent: This means to make a decision that is, in simple terms, good enough for now. If no one has a reasoned objection, the decision will be implemented.

Step 3: Improve your meetings

Make your meetings binding and relevant.

Yes, meetings can be engaging, fun and highly relevant: They should focus on roles (Step 1) and practice new ways of deciding (Step 2). Create focus by implementing check-ins. Spend time on clarifying tensions throughout the meetings. And check-out by learning what can be improved next. This way, new leadership gets a new quality!

Interested in trying it yourself? Join any of us for a conversation!

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