Traditional leadership and management are rooted in Taylorism that was designed for companies operating in the local and predictable context of the industrial economy. But today, leaders must operate in an uncertain, complex, and global environment that characterize the digital economy. This is the time for creativity, innovation, and reinvention. Traditional models offered by Taylorism are failing business leaders with their new challenges. Dynamic leadership fills the gap.
Dynamic leadership combines control, engagement, change, and enabling management models through the principles of quantum management, ambidexterity, and complementarity. At its core remain the techniques of the inner game that enable people to learn fast and perform.
Dynamic leadership is agile and people-centric, demands dynamic capabilities, sets new standards and is transformative. In The Performance Triangle (2013), we have demonstrated agile organization. People-centric Management (2020) added the human perspective. In Management Design (2021, 3rd Ed.), we demonstrated the need for dynamic capabilities. With Better Management (2022), we have set the new standards. And in The Transition of Organizations (2024), we added the transformative perspectives.
The operating system for dynamic leadership is hybrid: Purpose-driven, adaptable, self-organizing, holistic, integrative, collaborative, diverse, and evolutionary to enable creativity and innovation, and at the same time, top-down, controlling, procedural, and goal oriented for superior reliability, quality and efficiency. Hybrid operating systems combine two or more operating modes as needed to fit the specifics of the context and situation.
Hybrid operating systems are demanding and require a superior design. AI-based design and development is the key to a hybrid operating system for dynamic leadership. We support the design and development with our Organization Twin Cockpit.
