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Adaptive Leadership: Navigating Uncertainty in Modern Business Adaptive Leadership: Navigating Uncertainty in Modern Business Date Published: October, 2023 In today's fast-paced and ever-changing business landscape, the role of leadership has evolved into a complex and dynamic endeavour. Gone are the days when leadership was solely about setting a course and sticking to it. In the 21st century, adaptive leadership has emerged as a critical skill for navigating uncertainty and driving success. In this article, we'll explore the art of adaptive leadership and how it can transform your business. The Changing Face of Leadership Traditionally, leadership was often associated with hierarchy, authority, and a rigid top-down approach. However, the modern business world is marked by volatility, ambiguity, and complexity. In this environment, leaders must be agile, flexible, and open to change. Adaptive leadership acknowledges that the answers to today's challenges are not always found in a playbook but rather through continuous learning and adaptation. Key Principles of Adaptive Leadership Embrace Uncertainty: In a world where change is the only constant, adaptive leaders thrive by acknowledging that they don't have all the answers. They embrace uncertainty and see it as an opportunity for growth and innovation. Learn Continuously: Adaptive leaders are lifelong learners. They actively seek new knowledge, perspectives, and feedback. They are open to self-improvement and encourage their teams to do the same. Empower Teams: Instead of micromanaging, adaptive leaders empower their teams to make decisions and take ownership of their work. This fosters creativity and a sense of ownership, leading to better outcomes. Build Resilience: Resilience is the ability to bounce back from setbacks. Adaptive leaders build resilience in themselves and their teams, helping them weather the storms of change and adversity. Communicate Effectively: Adaptive leaders excel in communication. They keep their teams informed, listen actively, and foster an environment where ideas can flow freely. Clear and transparent communication is essential during times of uncertainty. Adaptation in Action Let's take a look at how adaptive leadership can manifest in real-world scenarios: Scenario 1: Pivoting During a Crisis Imagine a small restaurant facing financial difficulties due to a sudden drop in customers during a crisis. An adaptive leader might quickly assess the situation, consult with the team, and pivot the business model. They could implement takeout and delivery options, reconfigure the menu to suit changing consumer preferences, and find innovative ways to connect with the community, all while maintaining a positive and motivated team. Scenario 2: Navigating Market Disruption In a rapidly changing industry, an adaptive leader doesn't stick to the same old strategies. Instead, they continuously monitor market trends, seek feedback from customers and employees, and adjust their business approach accordingly. They might invest in new technologies, explore new markets, or adapt their product offerings to stay competitive. The Benefits of Adaptive Leadership Adaptive leadership offers numerous benefits to businesses in today's dynamic world: Enhanced Agility: Adaptive leaders can respond quickly to market shifts, making their organizations more agile and competitive. Improved Innovation: By encouraging a culture of learning and experimentation, adaptive leaders drive innovation and creativity within their teams. Increased Resilience: Businesses led by adaptive leaders are better equipped to withstand crises and recover swiftly. Talent Attraction and Retention: Talented individuals are drawn to organizations with adaptive leadership, as they see opportunities for growth and development. Cultivating Adaptive Leadership Adaptive leadership is not a one-size-fits-all approach. It requires a combination of self-awareness, empathy, and a commitment to continuous improvement. Here are some steps you can take to cultivate adaptive leadership within your organization: Invest in Leadership Development: Offer training and development programs that focus on adaptive leadership skills for both current and emerging leaders. Promote a Learning Culture: Encourage a culture of continuous learning, where employees are empowered to seek knowledge and embrace change. Lead by Example: Leaders should embody the principles of adaptive leadership, serving as role models for their teams. Foster Collaboration: Create opportunities for cross-functional collaboration, which can lead to new perspectives and innovative solutions. Celebrate Adaptation: Recognize and celebrate instances where adaptation and learning have led to positive outcomes. In conclusion, adaptive leadership is not just a buzzword; it's a fundamental approach to thriving in today's unpredictable business environment. By embracing uncertainty, fostering continuous learning , and empowering your teams, you can steer your organization toward success in an ever-changing world. In the art of adaptive leadership, you'll discover the power of resilience, innovation, and growth, propelling your business toward a brighter future. Priority Management is a worldwide training company with 55 offices in 15 countries. We have successfully trained more than two million graduates in Priority workshops. Our programs help companies and people be more effective and manage their workflow in and out of the office by providing tools, processes and discipline. Simply put - A Better Way To Work! Clients range from Fortune 500 companies, small-to-medium businesses and gov ernment/military employees. Call Orlyn at (403)304-7122 to learn more about how we can help you and your team Work sm@rt, develop essential management skills and the competencies to....make life and work better and happier! Priority Management International / Performance Strategies Inc - info@performancestrategies.ca - (403)346-1919

Contact Us... We are an energetic, flexible, and open-minded team ready to work hard for our clients. If you have just an enquiry or are interested in potential training, please send us a message below or pick up the phone! We would love to hear from you! Phone: (877)789-0079 toll free (204)925-8200 Winnipeg (403)346-1919 Central Alberta (403)304-7122 Orlyn mobile (403)346-1919 Lori - Admin Email: info@performancestrategies.ca orlynk@performancestrategies.ca Your details were sent successfully! Send

Our Learning Partners Our partnerships with leading international providers of training services and products allows us to deliver world-class learning opportunities to your organization. We tailor our training programs to meet the need of your organization. We deliver comprehensive packages of training courses with your long term vision in mind. We uncover your goals, and then help you achieve them. Through our national and international affiliations, we deliver the power of world's best training services and products. Performance Strategies delivers learning solutions in partnership with several supplier organizations, including: We understand how successful people work Priority has been working with the world's most successful compa nies and individuals for 40 years, allowing us to develop a deep understanding of what works. Our programs benefit from our best practice business process, proven to deliver results, and simple enough to implement at every level of your organization. Anyone can enjoy the benefits of more time and reduced stress. Solve Your Organization’s People Problems TTI Success Insights assessments create cohesion in the workplace, make performance management, employee evaluation, and employee development easy. Our research-backed, award-winning behavioral assessments for employees and leaders will bring the team insights your organization needs to thrive.

Territory Management & Prospecting

Basic Benchmarking: Everything You Need to Know With the job market more employee-focused than ever, it's important to make sure every hire and position is filled with a quality candidate. What is Benchmarking? Benchmarking is the process of creating the profile of the ideal candidate for a position, and then measuring all candidates against that profile. It’s most commonly used in the interview process, but can also be used to measure an employee in their current role. How Do You Create and Use a Benchmark? The ideal candidate means a lot of different things to different people. This diversity of thought is a good thing, until it becomes a hindrance to the hiring process. Get the multiple perspectives you need while saving time by putting together a team of Subject Matter Experts, or SMEs. While a panel of SMEs is not necessary, it is a best practice. It can include employees who previously held the role, the candidate’s future direct report, and/or their future co-workers. “Working in a collaborative environment with multiple stakeholders gets you a variety of opinions and removes internal biases and personal agendas.” The SMEs each build out the results of an assessment as if they were their ideal candidate. Then, an average is found from each of those ‘ideal’ profiles. This average is your benchmark! After the benchmark is created, introduce it several steps into your interview process, after the initial rounds of reviews. Most organizations only use a benchmark with their top 3-5 candidates. This way, the normal screening process isn’t disrupted; it just gives deeper insight into each candidate, and a professional way to measure that insight at the end of the process. What Makes TTI SI Different? TTI SI has a patented Benchmarking Process that leverages data to make the best decisions about candidates. In addition, as an outcome of the process, roles have concisely defined responsibilities. Our benchmarking process defines the role instead of the individual. “The beautiful thing about benchmarking is that it’s not focusing ultimately on qualifying or disqualifying a candidate,” said Merkle. “It’s about discovering what the business needs. It removes bias and relies on logic.” Isn’t This a Biased Process? If you’re not familiar with the concept, it might sound like benchmarking is a way to discriminate in the hiring process. It’s actually the opposite; benchmarking a job minimizes bias and provi des a clear objective and collective voice to what behaviors, motivators and skills the job needs. “People have a tendency to like and relate to others similar to them,” explained Merkle, “But similarities might not be what the position needs. These benchmarks can be used for as much as 30% of the hiring decision, but the other 70% should be made based on resume, experience, skills, validation of those skills, and personal fit.” Clear up any uncertainty by building a scoring method into the interview process. It can look like the following: Resume: Determine the minimal qualifications for position Interview: Hold several rounds of interviews on the phone, and one or two in-person as your company sees fit Shared work: Analyze shared work from the candidates This can be samples of writing, completion of a project, etc) Benchmark: Measure top candidates against the benchmark and make a decision after final round of interviews “Benchmarking is a tool to hone in on top candidates, not a blanket dismissal of talent.” Something important to remember is that you don’t have to pick the ca ndidate with the closer score to the benchmark! By using the process, you get to make a conscious decision about the individual you are choosing to join your organization. “Organizations do not miss out on a good candidate because they don’t fit the benchmark,” Merkle said, “Even if you hire against the benchmark, you now have valuable insight into your hire about their behavior that you can use in their onboarding period and beyond. You know what they say; you can’t manage what you can’t measure.” By using this process, you get to make a conscious decision about the individual you’re choosing to join your organization. Why Should You Benc hmark? The benefits to benchmarking are clear! Here’s what happens when you find the right fit for a position, backed up by data. Enjoy Higher Employee Engagement If someone’s behavioral style, motivations, and skills are matched up to a position, they’ll have a higher level of engagement with their team. This engagement increases satisfaction, productivity , and profits. Customer retention rates are 18% higher when you have well-informed and highly engaged employees, according to Smarp . Avoid The Cost of a Bad Hire Just trying to ‘fill a seat’ in your organization is a huge mistake. 80% of turnover is due to bad hires, according to SHRM. Calculate the real cost of hiring the wrong person here, and see if you can afford it! Develop Your Talent Pipeline Benchmarking isn’t just for job candidates! If you’re not hiring soon, you can still use benchmarking to create development plans internally. Developing leaders within your organization will boost productivity and engagement while saving you money, time and resources. Some people want to use benchmarking as a justification for terminating a position. You’re better off using benchmarking as a way to get a snapshot on where to develop an employee. Remember, only 30% of your decisions can be determined by benchmarking. Don’t open yourself up to trouble. How Do I Get Started? If you want to start harnessing the power of benchmarking for your company, TTI SI is he re to help. Contact us here to learn more about how you can utilize this process. “We know leaders, especially during this time, have a challenging role,” said Merkle. “Benchmarking gives you a deeper level of insight before your candidate even walks through the door.” Ready to thrive? We wrote the guide on using assessments and development. Get your free copy here >

Dynamic Communications "Communication is not about speaking what we think; Communication is about ensuring others hear what we mean" - Simon Sinek The Challenge: Have you ever wondered why you just don’t “click” with some people? Chances are, their behavior style is different than yours. They look at life differently, they think differently, consider different things important and are motivated by different factors. You can either withdraw from these people and argue or ignore them, or le arn to understand the way they are, accept them and tap in to their strengths. The Opportunity: Trust, co-operation, understanding and acceptance are the key attitudes to strengthening your organization and making it more productive and competitive. Understanding your behavior style and the styles of those you communicate with, will go a long way towards building your team, improving customer service and assisting you in sales and negotiating. This material can have just as much impact on your personal life as well. The Learning: The foundation of this interactive workshop is the DISC Personal Profile. This self scoring, computer generated behavioral assessment is a road map to interpersonal communications - one that has been proven effective by over 20 million people. Participants will utilize the information in this session to: Identify their own behavioral style Capitalize on their strengths Increase their appreciation for different behavioral styles Anticipate and minimize potential conflicts with others Learn how to adapt their behavior for increased understanding and communication Learning is augmented by role playing with team building, customer service and sales scenarios. You will be light years ahead of the competition with your new ability to understand others! The Golden Rule: “treat others as you would have others treat you” The Platinum Rule: “treat others as they wish to be treated”

Telephone Response

Negotiating Breakthroughs

Assessments "Understood employees are empowered employees." For 30 years, TTI SI has been providing businesses throughout the globe with the finest assessment tools and talent analytics systems to hire, retain, develop and manage the best talent in the market. TTI SI was the first assessment creator to guide a person from selection to on-board training to job-related development. If it’s happening in the workforce, we have an assessment or a suite of talent analytics to understand it and address it, including: selection development of talent engaging teams leadership development job benchmarking communication workshops developing emotional quotient building business acumen Whatever the human resource need, our assessments address it. Assessments Samples Our assessments measure the five dimensions that contribute to superior performance: Behaviors (DISC), Motivators, Acumen, Competencies and Emotional Intelligence (EQ). Behaviors Management-Staff Personal Motivation & Engagement Talent Insights Management-Staff Behaviors Team Report Motivators Team Report Emotional Quotient TriMetrix DNA Talent TriMetrix DNA Job TriMetrix DNA Gap Key Accountabilities - Suburban Head-of-School "You hire the whole person." Job Benchmarking Our job-benchmarking process enables organizations to assess a specific job — not the person — and the qualifications required for candidates to be successful. From there, our tailored process can be used in selection and development to create better overall job fit, buy-in and vastly improve retention. Job benchmarking identifies: Key accountabilities Skills for superior performance Candidates’ behavior and intrinsic motivators for achieving the key accountabilities for the job People Selection We believe superior performers are selected when the job is able to talk, and our selection process begins with an understanding of the intrinsic knowledge and key accountabilities needed to be successful in a specific job. To find the best talent, we recommend executing a streamlined process that measures an individual’s Behaviors (DISC), Motivators, soft skill competencies for the job in question. Using our assessments as part of a robust and diverse hiring process provides insight into: behaviors motivators competencies acumen When using our patented job-benchmarking process in selection, our best practices yield a 92% success rate and meet guidelines set by the EEOC and OFCCP. People Development Growth and advancement on the part of employees and the organization occurs when business strategies align to fuel a culture of innovation. Those organizations that foster a culture of continuous learning find that developing knowledge-seeking talent pays tremendous dividends in gaining a competitive edge in the marketplace. Companies that foster a talent-focused, continuous learning environment find that developing talent pays big dividends. And, when these strategies align with the values employees bring to the organization, an unmatched synergy is created. Our employee development tools help companies Develop job-related skills Enhance communication Improve employee engagement and productivity. Today, more than ever, leaders gain a competitive edge when they hire, retain and develop today’s high-potential employees into the superior performers they will need tomorrow.