Benefits Of Effective E Leadership

1640 Words7 Pages
E-Leadership Technology is quickly advancing in the 21st century and organizations are taking advantage of the opportunities the developments bring. Virtual environments face similar challenges as their brick-and-mortar counterparts and more. Guiding a team in a virtual world means communicating via telephone, e-mail, direct messaging, Skype, Facetime, video conferencing and text. Although video chatting does not eliminate the opportunity to speak with someone face-to-face, it brings an added complication of language barriers and adequate meeting times across borders (Barnwell, Nedrick, Rudolph, Sesay, & Wellen, 2014). One step to effective e-leadership is continually communicating with the team and creating bonds with the members (Erskine, 2009). Barnwell et al. (2014) recommend communicating through the written word when language and cultural barriers exist because people are more at ease expressing themselves in writing rather than speaking. The advantages e-leadership brings to an organization are many: instant communication with stakeholders, global talent, reduced operating costs, and the ability to assemble a diverse team; each providing an advantage over competitors who choose in-house teams (DasGupta, 2011). E-business can be intense so an organization must choose leaders who can handle the pressure and stress to produce a quality product (DasGupta, 2011). Leaders and members working in a virtual environment must possess the following qualities: reasoning skills; adaptability; ability to work with several managers; communication skills; flexibility; and stay calm in fast-paced, ambiguous environment (DasGupta, 2011). Furthermore, leaders have to not only bridge gaps between themselves and members, but they a... ... middle of paper ... ...6). Leaders must design communication strategies and training programs to inhibit push-back while simultaneously providing a new skill (Đurišić-Bojanović, 2016). Likewise, ESTJ leaders must show empathy for the followers’ concerns to the same changes and allow members to attend organizational training. Conclusion Organizations operating in the 21st century are transitioning from traditional to new genre leadership styles. Unfamiliar changes stimulate anxiety in ESTJ personality types and cause them to resist new methods. ESTJ personnel who recognize their deficiencies can implement self-regulation techniques to reduce stress and impatience. More importantly, the leader’s weakness can transform into a strength through open communication with senior leaders and followers regarding the change, thus, building a bond with personnel and generating trust and respect.
Open Document