@Ceciliachitarroni
There are two styles of leadership in the corporate world: the one based on ego and the echo. 7 key differences:
1 Focus on self vs. in the team. Ego leadership focuses on the leader; the old patron of stay, seeks to be followed, collects followers. An eco-leader focuses on the needs of the system and puts team over people tends to cooperation, creates contexts of autonomy, responsibility and trust, connects, attracts and inspires.
2 The firefighter versus prospecting. Whoever does not envision or prospect futures acts on past statistics and unforeseen scenarios, must abandon linear thinking to manage transitions. The ecoleader develops a ability to act in multiple directions, an advantage when making decisions and facing crises, starting from inventing possibilities and analyzing trends creates the future.
3 Looking outside and looking inside: Ecodirección is based on self-knowledge as an essential step, honest self-observation and emotional management are essential to register one’s own people-oriented skills.
4 Authoritative communication vs assertive communication. Eco leadership favors open dialogue, quality conversations and horizontal leadership, there is no fear of dissent. Train listening -which is different from hearing- 80% of the time. It is inclusive, encourages participation, shares information. He is open to receiving and giving feedback, practices feedback, integrates and attracts new members to the team with clear language, has a great capacity for synthesis. What he says and what he does is consistent, in his life there is coherence. He expresses himself by talking about what he feels. His sociable, close and expressive language without being exultant.
5 Focus on task and focus on relationships: The Ego-leader, focuses mainly on tasks, emphasizes that things be done his way, ignoring better opportunities, requires control and assertion. Eco-leadership focuses on both task and relationships. Its objective is to achieve results with the greatest commitment to the process, without losing the balance and integrity of the personal life of each individual. Close and empathetic, he does not appear distant or superior and is present for the members of his team.
6 The clone team or the diverse ecosystem The eco leader is inclusive and democratic. His teams are made up of people with disabilities, various sexual preferences, genders, ages, creeds, social backgrounds, and nationalities.
7 Denial vs. Resilience Making mistakes is useful, it inspires, it spreads, it puts new challenges on the horizon, it stimulates you to go for more. Learn from mistakes, willingness to change: assume learning. Finding the good in an adverse scenario instead of regretting the blows received is one of the values that stands out the most to the Eco leader.
The practice of eco-leadership creates healthy organizations, the culture of each company is proposed by managers and is sustained in conversations.
Cecilia Chitarroni
Professional Ontological Coach and Writer
Ig @ceciliachitarroni/
youtube @CeciliaChitarroniCoach
[email protected]
https://linktr.ee/ceciliachitarroni
by CEDOC