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In today’s dynamic business landscape, organizations face unprecedented challenges that demand constant vigilance and strategic adaptation. To remain relevant and resilient, organizations must actively monitor external events and situations, identifying emerging needs and responding through transformative measures.

The contemporary business environment requires leaders to strike a delicate balance between short-term profitability and long-term transformation. It is not merely a matter of weathering immediate challenges but also strategically positioning the organization for sustained success in the future. Business leaders must navigate this dual responsibility, ensuring that their strategies align with both the exigencies of the present and the imperatives of long-term growth.

Successful leaders understand that the ability to pivot in response to external shifts is crucial. This might involve restructuring processes, adopting innovative technologies and processes, or fostering a culture of continuous improvement. Embracing change becomes a cultural sentiment that permeates every facet of the organization.

In most organizational transformations, significant attention is typically directed toward senior executives who wield decision-making authority in determining the future trajectory of the organization. However, through our extensive experience in change management, we consistently observe that it is the middle managers who find themselves grappling with a myriad of challenges in the majority of organizational transformations. Much like the sandwiched generation, these middle managers are tasked with spearheading changes dictated by top management while concurrently managing resistance from the employees.

We believe that empowering middle managers for success is vital.


The concept of leadership is frequently associated with the personality traits and competencies of leaders. While these aspects are undeniably crucial for the success of leaders, there exists another significant element that sets apart effective leadership: the active practice of leadership itself. Embracing Leadership-as-Practice delves into the daily leadership moments that exist through dialogues and interactions occurring in diverse settings and situations. These interactions play a critical role in addressing challenges, generating effective solutions, engaging with stakeholders, and fostering collective learning within a team for sustainable growth.

Nevetheless, Leadership-as-Practice is a concept that goes beyond the practice of leaders and their followers. It encompasses the interactions and dialogues between and among them which result in leadership moments. Therefore, leadership is a phenomenon in organizations or group settings.

The multiple roles of leaders in the day-to-day situational settings can be seen here in the following diagram.

To understand more about Leadership-as-Practice, download the white paper here or listen to our chairman speak on this topic.

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