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Blue Ocean SHIFT BLUE OCEAN LEADERSHIP VS CONVENTIONAL LEADERSHIP

BLUE OCEAN LEADERSHIP VS CONVENTIONAL LEADERSHIP DEVELOPMENT APPROACHES

Lead Beyond Boundaries: Innovate, Inspire, and Create New Market Spaces with Blue Ocean Leadership.

In today’s fast-paced and ever-evolving business landscape, the way leaders guide their organizations can be the difference between success and stagnation. Blue Ocean Leadership offers a transformative approach compared to the traditional Conventional Leadership model. Here’s a closer look at how these two leadership styles differ and what each brings to the table.

Tipping Point Leadership is based on the idea that in every organization, there are key leverage points—tipping points—that, when effectively identified and addressed, can lead to dramatic changes in performance. This concept, popularized by renowned thought leaders, emphasizes the importance of identifying and acting on these critical factors to shift an organization’s trajectory.

Conventional Leadership Development Approaches

Blue Ocean Leadership Development Approaches

Focus on the values, qualities, and behavioral styles that make for good leadership, assuming that these ultimately translate into high performance.

Tend to be quite generic and are often detached from what organizations stand for in the eyes of their customers and the market results their people are expected to achieve.

Focus mostly on the executive and senior levels of organizations.

Invest extra time for leadership practices added on to people’s regular work.

Focus on what acts and activities leaders need to undertake to boost their teams’ motivation and business results, not on who leaders need to be.

Connect leaders’ actions closely to market realities by having the people who face market realities define what leadership practices hold them back and what leadership actions would enable them to thrive and best serve customers and other key stakeholders.

Distribute leadership across all three management levels because outstanding organizational performance often comes down to the motivation and actions of middle and frontline leaders who are in closer contact with the market.

Pursue high-impact leadership acts and activities at low cost by focusing as much on what leaders need to eliminate and reduce in what they do as on what they need to raise and create.ross all three management levels because outstanding organizational performance often comes down to the motivation and actions of middle and frontline leaders who are in closer contact with the market.

Check out Chan Kim and Renée Mauborgne’s article in Harvard Business Review, Blue Ocean Leadership , to unlock the organization’s ocean of unrealized talent and energy.

Learn more about Blue Ocean Leadership.

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