What Embodies The Typical Tiger Management and Leadership Style

The year 2022 brings along the Year of the Tiger in the Chinese zodiac. These fearless and passionate Tigers are respected and revered by friends and foes alike. Howeve

The year 2022 brings along the Year of the Tiger in the Chinese zodiac. These fearless and passionate Tigers are respected and revered by friends and foes alike. However, although courageous, the Tiger can also be impatient, restless, and autocratic.

So what embodies the typical Tiger leadership style? What are the characteristics of the Tiger manager? We spoke to one of our favourite trainers, Nicole Smart, and here is what she has to say:

“One of the primary leadership characteristics typical of a tiger personality is effective crisis management. They have a definitive and unwavering mind, which works very effectively in driving change and mitigating crisis. Moreover, they are often incredibly proactive and are almost always ready to tackle new challenges. 

A Tiger leader’s natural ability to dominate can often override logical thinking and they can benefit from  and enhance their leadership agility by activating their rationale to override their  instinct to ‘attack.’ 

It is important to note that dominance does not always equal power, especially at a time when (globally), teams are evolving rapidly, and employees are increasingly seeking acknowledgment, recognition, validation and a ‘voice’.  

An autocratic leadership style is very effective in crisis management mode, however, it can contribute to decreased employee motivation and engagement and it is often known to develop a polarized team culture, depending on the circumstances and context.

Developing one’s Emotional Intelligence competencies such as: self and social awareness, self-regulation, empathy, and relationship management results in the co-creation of teamship intelligence and raising the wisdom of the collective. 

Remember that being adaptable does not mean compromising one’s principles, faith, culture, or ethics. It is about our ability to be agile when dealing with different personality frameworks in the context in which we are communicating and operating within the workplace. 

Ultimately, People Drive Organizations. As long as we are dealing with another human being, we are dealing with energy in motion—EMOTION.”

The reality is that the world is in a constant state of flux, and a person’s attributes are rarely cast in stone. Leaders (and followers alike, for that matter) are continually inundated with challenges, some of which are unprecedented challenges born of our unique circumstances that have come to be known as the ‘new normal.’ In these emotionally charged times, skills and strategies for crisis management are necessary.

So whether we are dealing with someone with a Tiger leadership style or grooming Rabbit or Dragon Managers, remember that at their core is a human being’s evolutionary instinct for preservation; take cover, retreat, or run away from crisis. What defines a leader is their ability to manage a crisis by exercising emotional intelligence (EI)—to inspire, lead, and motivate their team members amid chaos and turmoil.

In his book Working with Emotional Intelligence, Daniel Goleman defines EI as “the capacity for recognising our feelings, and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships.” Driving a critical message, Goleman posits that “Emotional competence is the main factor influencing success.” 

EI equips leaders with unique skills to interpret, work with, or work around highly stressful situations. Emotionally intelligent leaders do not give in to an onslaught of emotions. Instead, they actively look for effective coping strategies for handling challenging, tricky, and even unprecedented situations.

Most importantly, a true leader develops actions and management mechanisms through a deep and consistent understanding of the organisation’s goals. Doing this keeps her or him anchored—so when a crisis hits, he or she does not panic, deviate, or make decisions from a reactionary perspective.

“Crisis is temporary.” That is the edict of a true leader—one who looks beyond the challenge and readdress goals with urgency, efficiency, and accurate decisions.

How does your organisation view a true leader? Are you equipped to optimise the potentials of and, consequently, empower the leaders in your team? Let us show you how!

Here’s How Change Agility Can Help Your Organisation Thrive in a VUCA WorldHere’s How Change Agility Can Help Your Organisation Thrive in a VUCA World

Here’s How Change Agility Can Help Your Organisation Thrive in a VUCA World

Change agility. Global consultants define it as the “ability to identify and seize opportunities in the environment faster than competitors”.

The Economist defines it as “the ability to transform information into ideas that address market needs”.

At Kaleidoskope, we agree with all that and more. Most critically, we believe that people are the essence of the organisation. Change agility in an organisation needs to start with the people and its leaders proactively anticipating changes, addressing the challenges as they arise, adapting and thriving in a fast-changing environment.

It is the ability of its leaders to have a great idea, turn it into a project, implement it and profitably generate returns on their investment.

Most importantly, the perspective to change is proactive and planned, and not reactive and unplanned.

As the world and its markets continue to demand greater agility in a landscape defined by the characteristics of Volatility, Uncertainty, Complexity and Ambiguity, agile change leaders are critical to organisations. Our leaders’ ability to anticipate and change gears quickly, steering competently and decisively in different directions defines our success.

That’s easier said than done. Most change agility programmes are heavy on academic concepts but light on practical application.

Our Change Agility in a VUCA World leadership programme helps participants anticipate, embrace and deal with change in very practical ways and against the backdrop of global best practices.

It is designed to help our leaders unpack the mindset behind change agility, explore the risks and impact of staying status quo, reflect on what is required of them in their roles as change leaders and equip them with tools, tips, guidelines to navigate through change swiftly. Participants are encouraged to bring in real change initiatives at their workplace, reflecting and learning from their peers’ experiences and insights.

As always, our workshops can be customised and contextualised to our clients’ specific requirements and organisational challenges.

What You’ll Learn From the Change Agility in a VUCA World Training Programme:

• An appreciation of the characteristics of the VUCA world and the need to develop Change Agility
• An understanding of what Change Agility is, and the key components required to make it work effectively
• A recognition of the barriers to change, and the underlying reasons behind them
• Approaches to utilising key tools to minimize barriers to Change Agility
• Know how to identify and cultivate Change Agility in their teams
• Learning how to utilise various tools and frameworks to help build Change Agility capacity

If you have questions about this or other training programmes we offer, you may call us at +65 65497 535 or tap below to send your enquiry.

Help Your Leaders Tell a Powerful Story

Help Your Leaders Tell a Powerful Story

There’s no way around it.
 
Setting team goals is a pointless exercise until you have measured your baselines or benchmarks, considered what you want to, or need to achieve and then communicate and get the commitment of your team.
 
And to accomplish this, you will need DATA.
 
In our business landscape today of constant flux and rapid transformation, no organisation can survive without data.  But the avalanche of data can be daunting and pretty useless if it isn’t distilled for value, begging the question:  “What is this data good for?”

Data visualisation comes in here to help your leaders visually, accurately and impactfully arrange the value of metrics and numbers through charts, tables, graphs and most importantly, to provide context, identify and highlight key issues.  So that you get your message across clearly and effectively.

Our data visualisation workshop focuses on 4 key competencies:

1. Data representation:  the most effective formats for accurately representing data
2. Visual clarity:  identify and highlight information in your visuals
3. Data interpretation:  draw accurate inferences and conclusions from data available
4. Insight building:  present data that helps your audience arrive at the right insights 

And then that makes data a little less dry.

Fuse this approach with Business Storytelling, and now you have a synergistic approach to tell a very powerful story.

Your data is now a story.

Human beings have been telling stories for a very long time.  We think in stories, we remember in stories and we ALWAYS remember a good story.  And here at Kaleidoskope, we’ve always believed that leaders should be able to tell good stories!

So by now, your data is a compelling narrative and you are influencing, inspiring and evangelising your team into action, driving everyone in the right direction to desired outcomes.

Of course this is no small feat and it does sound like a tall order.

But we can help.  And we can do this by working in close partnership with you to tailor, customise, craft learning and development solutions that best meet your needs.

Call us today at +65 65497 535 or fill out the form below if you want to know more. And let us tell you our stories