Management in the digital future & loss of control: How must leadership change?

The Welt is in upheaval, the digital transformation is in full swing. And it's not just them that change with it Technology, but also the Society and Economy. One thing is clear: the authoritarian, hierarchically organized management model with top-down decisions has had its day. But what comes then?

New leadership models in demand

The networked and increasingly complex organizations require new management models so that the Companys Remain sustainable and innovative.

But how should the new one Guide actually look? Nobody knows for sure. Because in the field of tension between traditional, authoritarian and modern, team-oriented leadership arises all too fast a vacuum. That is when companies claim to be able to implement new leadership ideas, but Organization it's just not that far yet.

Paradigm shift necessary

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A paradigm shift is urgently needed, just think of the popular buzzwords demographic change or shortage of skilled workers, which have long been more than just empty phrases: especially the younger ones Employees are becoming more and more demanding today and are also infecting the older ones.

They expect flexibility with simultaneous security, compatibility of Job and Family, flat hierarchies, participation in decision-making processes and independent work that is not only earning a living, but also an opportunity for them Sinn gives. So there's no doubt that Working world is undergoing a crucial change. And with it, the culture in many companies is changing. The Executives of tomorrow would do well to adjust to this changed corporate culture and the “new” employees.

Status quo in management: more appearance than being

That there is still a lot to be done is shown not least by this study, which I carried out a few years ago hands fell - and which still makes me smile today. It was carried out among 803 German executives by the international personnel consultancy LAB Lachner Aden Beyer und Company. And the study shows: People like to complain a lot. In reality, even in management, there is much more to be seen than to be.

For example when it comes to economic crises. We had a few years ago, it always comes back. But then something surprising emerges: Apparently the complaints about the economic crisis that are on display in many places in the media are often just for show: The German top managers actually don't think the situation is that bad. At least that's what the results of a recent survey show.

Crisis as an opportunity?

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Apparently there is one in day-to-day business Crisis fewer negative to have an effect than the media coverage often suggests - because everything always sounds particularly melodramatic there:

For example, 44% of respondents describe the situation in their company as undramatic compared to public crisis reporting. 98% also recognize opportunities in the current economic crisis. Thus, 64% identify in her a meaningful occasion to rethink old business models. Per 51% see opportunities in efficiency and productivity increases as well as in the stronger selection of competitors.

Wailing supports unpopular measures

44% name the argumentative support for Implementation unpopular Measures as an advantage - just as many as those who describe the crisis as an opportunity for more sustainable management. 65% of those surveyed were managers to earn Incidentally, more than EUR 100.000 a year, 15% even more than EUR 200.000.

Therefore, this finding is hardly surprising: the whining is not just a little dishonest. For 43%, the reference to the financial crisis is mainly an alibi for measures that are planned anyway, such as restructuring or short-time work - and to cover up their own mistakes. Accordingly, the mood offers many companies the opportunity without major Resistance to rationalize and to reduce resources, i.e. jobs.

Good leadership: more effort in communication

And that's exactly how leadership should be Future not look. It's no longer enough to complain a little, send managers to a few seminars and carry on as before. Good leadership in the digital age means more. Above all, it is more complex in the Communication:

Where quick individual decisions used to be made in the past, opinions now have to be obtained, discussed and coordinated. And it requires unconditional trust in employees and communication eye level. But: Good leadership does not mean for everyone decision Get the approval of the whole team - including endless discussions. It simply makes you unable to act.

Executives expect a lot

That demands of the executives a lot, to which classical company patriarchs old school would never have been ready:

renunciation of personal vanities, loss of control, dealing with one's own fears, the ability to involve teams and employees in decision-making processes - but at the same time to be confident and confident to guide and direct as a serving leader. Because new leadership must not be an excuse for poor decision-making. How can this contradiction succeed?

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