In this post, I will provide some background on the leadership model at a large European Stock Exchange and Financial Service Provider, which was initiated in 2020 and which has been rolled out in several leadership initiatives so far. Each leadership principle will be explained in a separate post.
👉 The company operates in a dynamically changing environment. As a result of globalisation, they are now one of many players in a competitive market and no longer have a monopoly position. As a European and global player, they are exposed to price and margin pressure, which requires inorganic and organic profitable growth.
👉 Moreover, the evolution of a decentralised financial industry is fundamentally challenging the relevance of their customers, the banks, and nobody knows what the future holds. New players are emerging and disrupting established business models, creating high demands for speed, time-to-market and customer value of new products and services. For our company, the pressure but also the chances to provide marketplaces, data and platforms as a fast mover or even leader in relevant technologies, beyond pure service delivery, will continue to increase.
👉 For the companies leaders, this development presents both challenges and opportunities. Managing complexity remains key, while enabling and shaping transformation and navigating the new hybrid reality will be increasingly important for the Stock Exchange. Leaders must be able to adapt and learn quickly to master the VUCA world. They are responsible for empowering their people and teams to succeed in the fundamental strategic and cultural change to transform their business in a connected world.
👉 Based on the corporate culture, the „Stock Exchange Spirit“ and its four core values, they have therefore defined the so called „Leadership Principles“ – guiding principles for leaders that serve as an orientation framework and at the same time describe the expectations of their behaviour as leaders.
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