When “Kathy,” a former client of Luis’s, got hired as a VP at a fintech company, she wanted to have an impact. She saw things that could be better, had ideas about how to change them, and was hungry to get down to the business of making those changes. She approached change-making like a crusader, driven by her passion for what she believed in. She expressed her ideas fervently, making impassioned speeches during team meetings. She fearlessly pointed out what was going wrong and what could be better. And as someone who was seen as not being afraid to “speak truth to power,” she adopted the role of advocate for less-vocal or more junior team members. While on occasion these pitches landed and led to short-term change, she was much more frequently frustrated at the lack of action that resulted. Worse, this approach made her increasingly isolated in the organization, feeding a vicious cycle that made it increasingly difficult for her to affect change.
6 Ways to Become a More Collaborative Leader
In today’s fast-paced corporate landscape, most highly experienced leaders entering an organization are driven by a desire to make a significant impact and drive meaningful change. However, the approach they adopt in championing new ideas becomes the differentiating factor between success and failure. Unfortunately, when faced with resistance, some leaders become frustrated and disengaged or even choose to leave the organization. Affecting lasting change is not a solitary quest, but an inherently shared effort. It requires embracing a collaborative mindset that respects and includes diverse perspectives, maintains a strategic focus, and patiently navigates the complexities of organizational dynamics. It’s not about surrendering your passion or advocacy but leveraging them in a more inclusive, strategic, and ultimately effective way. The author recommends shifting your mental model from that of a crusader to that of a collaborative leader.