To develop a leader’s own practice based on the central regenerative concept of ‘reconnection,’ it is crucial for each leader to create a meaningful connection between themselves, their employees and the organisation’s goals.
Here are three areas that can help leaders develop in this context:
1. Self-Reflection and awareness
Leaders should begin with deep self-reflection on their understanding of ‘reconnection.’ This involves analysing their values, attitudes and behavior patterns in relation to this regenerative approach. Leaders should consider how their decisions and actions affect employees, the organisation and society as a whole.
Furthermore, leaders should seek to understand how they can integrate the principle of ‘reconnection’ into their leadership style. This involves being mindful of communication methods, decision-making processes and how they promote collaboration and dialogue within the organisation. By remaining open to adjusting and adapting their approach, leaders can align more closely with the fundamental principle of interdependence.
2. Dialogue and engagement
Leaders should foster open dialogue and engagement across the organisation. This can be achieved by discussing and exploring the concept of ‘reconnection’ with their employees, encouraging the sharing of different perspectives and ideas. Leaders can create a space where employees feel comfortable contributing their thoughts and concerns.
Here, leaders should actively listen to employees’ viewpoints and incorporate them into their leadership practices. By ensuring that decisions are made with input from various perspectives, a more holistic approach can be developed to address the organisation’s challenges and goals.
3. Learning and development of organisational culture
Leaders should invest in developing a learning culture for themselves and their employees around the concept of ‘reconnection’ and regenerative leadership. This can be achieved through internal workshops, training sessions or collaborative days focusing on interdependence, regenerative leadership and how to translate these ideas into action within the organisation.
Above all, work should be done to create an organisational culture that embraces and challenges traditional notions of leadership. Employees and the organisation should be encouraged to think beyond economic growth and adopt a broader perspective that values regeneration, responsibility and collaboration as central elements of organisational practice.
By integrating these approaches and tools into their leadership practice, leaders can create an organisation that focuses not only on growth and profit, but also on making a positive impact on society and its people. This will benefit the organisation in the long term and contribute to establishing a regenerative future.