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Digitalization made a revolution in the realm of business because its direct impact represents a shift of power from companies to customers. The supply often exceeds demand in today’s market, and scarce customers have become more demanding. Therefore, putting the customer at the heart of the company is mandatory.

The ambiguous, uncertain, and volatile environments in which organizations and leaders operate require a more connected leadership that will allow for the sharing of power. How can HR leaders facilitate connected leadership, and what are the skills organization leaders need to develop for that matter?

Connected Leadership

Connected leadership is about sharing decision-making within a framework of coordinated activity and developing agility (the ability to quickly adapt while staying true to your core processes). One of the defining characteristics of modern businesses and economies is the complex interconnectivity. Connected leadership is necessary for the heavily connected global marketplace.

Connectivity implies that there must be potential for communication and sharing. It suggests being in tune with others, being receptive and open, and giving. But what traits make a leader connected?

  • They are attuned to processes and events in their organizations and in the world;
  • They are on the lookout for shifts, upheavals, and trends that will affect their company;
  • They are in search of collaborations and other advantages that benefit their companies.

Connected leaders need to develop certain skills, such as self-awareness, and the ability to listen and communicate. They are role models of morality and ethics who should understand constructive criticism and dissent while encouraging employees to express their ideas freely. Connected leaders try to ask smart questions, lead through positive interactions, and value actions more than words.

Building Connected Leadership

There are five closely interrelated factors that contribute to building connected leadership.

1. Direction and purpose

Connected leaders know that the most motivated employees are those who accept the purpose, vision, and philosophy of the organization. They want to both bring the profit and fulfill a higher purpose.

2. Authenticity

Connected leaders promote their values and become integral parts of the company’s culture. Employees often commit themselves more easily to leaders who base their actions on positive moral choices. Those values must be authentic and specific to your company in order to represent how things function there. The crucial element in a values-based culture is trust, so HR leaders help build trust among executives, between employees and management, and between the company and its customers.

3. Collaborative achievement

The traditional role of command-and-control is diminishing, and we see a steady rise in work teams. As the success of a team is determined by the quality of collaboration among its members, there must be a shared effort to achieve common goals. There needs to be a collaborative atmosphere of mutual influence, strong inter-team working, and the opportunity to work for the greater good.

4. Devolved decision making

When leaders share power, they enable employees who work directly with the customer to make decisions that benefit the company. Delegating decision-making will give your employees the ability to provide a better and more differentiated customer experience. This works only in companies with a strong core direction and robust operational system.

5. Agility

As there is no typical stakeholder, supplier, or customer, companies must be able to adapt to the rapidly changing circumstances of today’s market. In other words, they need to be agile because only an agile and flexible organization supports a learning culture. Being agile requires adapting to changing circumstances while staying true to core goals, plans, and strategies.

To create connected enterprises, connected leaders need to explain the importance of greater connectivity to everyone in the organization. They must promote collaboration and engage everyone on the levels of individuality, team, and organization by motivating employees to live up to the organization’s values.

In case you need guidance on establishing greater connectivity within your organization, I would be happy to give assistance. Feel free to book a few minutes to discuss.

Book an appointment with me at, or call me at +1 (604) 943-0800.

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Inscape Consulting Group
Greg Nichvalodoff, BSc. BM (Honors), MBA, PCC, CMC
Office: 604.943.0800
Mobile: 604.831.4734