Common weakness in knowledge management programs is the overemphasis on information technology at the expense of well-defined knowledge management roles and responsibilities, it includes organizational structure, supporting systems and processes, leadership development, succession planning, talent acquisition, and talent engagement (including design of reward and recognition systems), especially, first, leadership is a function in your organization, rather than the trait of an individual.
Shared and monitored mission, taking initiatives and risks, and ongoing, relevant professional development, rather than pull back from the world, you need to press forward and renew your leadership, by the same token, integrate development of the six signature traits of inclusive leadership into leadership development programs.
No single style of leadership is the best, rather, the leader must match the style of leadership to the follower, leadership is important and sometimes failure occurs because of the lack of a natural or suitable leader who is either appointed or emerges. In short, managing people effectively perhaps demands most of managers when individuals come together to work in a group or in a team, which requires leadership as well as facilitating and overseeing group and team working, and managing conflict.
Collaborative leadership is really defined by a process, rather than by what leaders do. And also, in practical applications, it leaves your organization with a challenge that can detract from leadership development, succession planning, and organizational flexibility, uniquely, design organizations and corporations driven by research and development.
It also exposes your limitations.
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