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The role of a leader.

The role of a leader in digital transformation is critical, and requires a unique combination of technical knowledge, communication skills, and people management expertise. The leader must not only understand the technology and its implications but also be able to communicate the vision, strategy, and goals to their teams and stakeholders.

The best possible approach for a leader in digital transformation is to lead by example and “live the message” of digital transformation. This means embracing new technologies, processes, and ways of working, and being open to experimentation, risk-taking, and continuous learning.

Leaders must also be able to inspire and empower their teams, creating a culture of innovation, collaboration, and agility. They must be able to identify and develop talent, align incentives, and foster a sense of purpose and meaning for all members of the organization.

In short, the role of the leader in digital transformation is crucial, and requires a unique set of skills and expertise to lead the organization towards successful transformation.

The “Forward-thinking” Leadership, as a combination of multiple models.

Starting from a R.E.A.C.H. Leadership Model:

Refine: Leaders need to continuously refine their perspective and understanding of the world, including the characteristics and values of individuals within their organization.

Empathize: Leaders need to empathize with their team members and align the organization’s value system with individual values to create a more cohesive and inclusive environment.

Adapt: Leaders need to be adaptive and flexible, able to lead through conflicting values and beliefs, and lead the organization through necessary changes.

Connect: Leaders need to see the connections and relationships between systems and live effectively with others, understanding the systemic patterns and forces driving the organization.

Harmonize: Leaders need to engage people’s whole selves, including the emotional, physical, mental, social, and spiritual domains, to create a more conscious and harmonious organization

Combining the REACH leadership model  and the Reframing-Adapt-Connect-Orchestrate model (in the context of transformational leadership) may result in a new framework that integrates both individual and organizational perspectives.

It emphasizes the importance of being a values-driven leader who is inclusive and empathetic, while also focusing on building a cohesive and purposeful organization.

By integrating the two models, leaders can cultivate an environment that values innovation, collaboration, and continual learning, while remaining mindful of the individual needs and perspectives of employees.

This can help organizations thrive in an ever-changing and complex business landscape.

Combining the REACH leadership model and the Reframing-Adapt-Connect-Orchestrate model may result in a new framework that integrates both individual and organizational perspectives. It emphasizes the importance of being a values-driven leader who is inclusive and empathetic, while also focusing on building a cohesive and purposeful organization. By integrating the two models, leaders can cultivate an environment that values innovation, collaboration, and continual learning, while remaining mindful of the individual needs and perspectives of employees. This can help organizations thrive in an ever-changing and complex business landscape.

The REACH leadership model focuses on the qualities that a leader should possess, such as resilience, empathy, authenticity, courage, and humility, while the Reframe, Adapt, Connect, and Orchestrate model provides a framework for understanding how to approach organizational challenges and opportunities. The latter model emphasizes the importance of reframing one’s perspective, adapting to changing circumstances, connecting different parts of the organization, and orchestrating various elements to work together towards a common goal.

Leadership in 5 steps

Recognize: The first step is to recognize the need for change and innovation in the organization. This requires a leader who is forward-thinking, adaptable, and has a growth mindset.

Reframe: To effectively drive change and innovation, leaders must be able to reframe their perspectives and challenge their assumptions. This requires a leader who has the ability to listen, observe, and intuit the needs of the organization and its people .

Adapt: Once leaders have reframed their perspectives, they must adapt their behaviors and actions to align with the new vision for the organization. This requires a leader who can integrate individual and organizational values to create a coherent and shared purpose .

Connect: To fully leverage the potential of the organization, leaders must create connections between all the components that generate value, allowing for the development of synergies. This requires a leader who can create and facilitate interconnections within the organization.

Orchestrate: Finally, leaders must orchestrate the organization in a way that aligns capabilities with the needs of the organization. This requires a leader who can create a resonant and synergistic system that enables the organization to achieve its goals.