Switching leadership: inclusion, result, future and brain based, and innovative

This week I had a training to give on Kos, Greece. It was an international group, with people from all over the world. They asked me to give a short summary of the basic principals of Switching Leadership. This style combines all other styles, and make leaders stronger because the issues of switching leadership help them to improve inclusion and result, and at the same time to get more adapted to the future. Innovation and brain knowledge, as well an up to date method for training and education are included.

Well, here it is. As short as possible. Of course this should be trained, in an article I can't do much more than showing the fundamentals.

1. Management decisions are clear and transparent for employees/members.
2. A leader is able to provide situational leadership and to switch between opposing styles of leadership behavior.
3. A switching leader is serving and connecting in his leadership.
4. Leaders are ecclecticists, which means that they are able to connect different opinions and philosophies of life with one another, and to be tolerant of any view. This requires an open mind.
5. Leaders are able to solve problems creatively, together with their teams.
6. Leaders are innovative and future-proof and resistant to the developments of the digital age. They create an environment in which new, clean technologies are used and developed.
7. A switching leader creates conditions for diversity and emphasizes good cooperation. Empathy is an important feature to reach this goal.
8. Leaders develop expertise in the field of differences in gender identity, cultural differences and philosophy of life
9. Switching leaders are development-oriented and meet the needs of their employees for meaning.
10. Leaders are ble to connect with organizational goals, and result improvement actions.
11. Switching leaders are focused on sustainability, based on the realization that something needs to be changed in that area and the effect of sustainability on the reputation of the organization.
12. Switching leaders are aware of the fact that they will have to adopt a brainbased concept of man. This concept is based on recent knowledge of the brain from neuroscience, biology and psychology.