Tech organizations must adopt agile leadership to transform their businesses

Today’s Business Environment is Volatile, Uncertain, Complex, and Ambiguous (VUCA), hence now more than ever, the tech industry needs to embody agility and resilience. The rapid adoption and reliance on artificial intelligence and other cutting-edge technology, employees seeking flexible work patterns, and the continuous blurred lines between work and life caused a rapid acceleration in the advent of work–life integration. How tech organizations can re-invent themselves and respond faster to these changes would determine their longevity in the future of work.

Leaders need to educate their teams to understand thatagility cuts across the ways of working, experimenting with ideas, collaborating, and working cross-functionallyamongst teams and not just only about “flexibility”. Most of the employees assume that agility equals flexibility, while it is true that to be agile, an organization needs to be flexible, flexibility is not all that it is to agility.

Agile is more of a mindset than a methodology, It’s the complete embrace of quick, seamless, and cohesive ways of working and the ability to experiment, try, fail, iterate, and move forward. This is evident in the way most tech companies ship their products, but leaders now need to practice this in the way they manage and lead their teams.

Leaders can do this in many ways but let’s talk about five:

Multiple strategies helped the way we carry out work, from digital savviness to flexibility and adaptiveness to change. If I am to select the one with the most impact,. I would say it is adaptability.

This does not go without me saying, the new ways of working are about flexibility, speed to market, and agile attributes. The most adaptive organizations are those thatrealize that the world has evolved and can adapt, change course, and respond to the change.

To sum up, the Leadership traits that stood out for me in this new way of working, would be:

Assessing for Leadership capabilities would largely remain the same, it’s mostly about feedback. As a Leader getting constructive feedback is critical to developing Leadership capacity.

It could be outlined as follows:

Leadership Development could also be an extension ofcuriosity. Undertaking a personal SWOT analysis to assessgaps and competencies is a great method to identify areasof strength while continuously working on the areas of weakness.

Finally, in today’s technology ecosystem, Leaders of the future need to be more self-directed than before. Every Leader needs to be a life learner. This would help grow their Leadership competencies and develop their capacity.