Will Kamala’s Walz triumph?

Earlier this week US Vice President Kamala Harris named Minnesota governor Tim Walz as her running mate for the upcoming presidential election Her teamrsquos pick surprised many and has been described as lsquorefreshingly randomrsquo Walz is the first nonlawyer on a Democratic ticket since 1980 is known for his middleclass Midwestern roots and does not have much of an existing relationship with Harris But as per reports in his interview with the Vice President Walz agreed to do the lsquohard thingsrsquo and claimed to be a team player He also openly shared his vulnerabilities including the fact that he isnrsquot very popular in the country and is not a great debater Although the jury is still out about whether Walz will sway the Democratic vote in Harrisrsquos favour his nomination does highlight the many nuances of picking a suitable deputy in a highstakes environmentStriking the right balanceldquoAs a business leader the traits that matter the most in a potential deputy is whether they share the vision and culture of the organisation if they are willing to go that extra mile to achieve the requirements of the company and if they take ownership of their rolerdquo says Hemalatha Raghuvanshi cofounder and chief human resources officer CHRO of Sekel Tech Notably in his interview Walz proclaimed that his bid was lsquonot about himself but about Americarsquos working familiesrsquo and that he would lsquorun through a brick wallrsquo if he had to to get things doneTo avoid misunderstandings and navigate differences constructively the deputy and leader must both have effective communication and conflict resolution strategies Representation PicTaylor Elizabeth an emotional intelligence coach notes the fine balance between commonality and contrast when making the pick ldquoIt is advantageous to select someone who complements your leadership style while also bringing to the team a unique perspective A deputy with a contrasting style can offer diverse perspectives skills and approaches that enrich decisionmaking processes and enhance problemsolving capabilities At the same time having some common ground in values goals or work ethics can help ensure alignment in the overall direction and vision of the team or project This blend of similarities and differences can create a dynamic and an effective leadership partnership that leverages the strengths of both individualsrdquo she addsDo opposites attractMuch has been said about Harris and Walz having very little in common with some sources mentioning that his inclusion on the list of potential candidates was something of an afterthought However when the duo first met at during the Vice Presidentrsquos visit to a Planned Parenthood clinic at St Paul a few months ago their conversation revealed shared values between the two Walzrsquos rising popularity on social media for his quick quips at the opposition also caught the attention of Harrisrsquos team So did the few but strong similarities work in Walzrsquos favour or was it the contrasts According to experts it may have been a little bit of bothldquoSome level of personality mirroring cannot be avoided if your deputy considers you a role model But it can be unhealthy for the organisation if the mirroring is of a higher level mdash the organisation doesnrsquot need a deputy who is a postman for the leader but rather an individual who thinks things through and does things for the benefit of the companyrdquo says RaghuvanshiHemalatha Raghuvanshi and Taylor ElizabethElizabeth adds that while a deputy who mirrors your leadership style can create a cohesive and aligned front promoting consistency in decisionmaking and presenting a unified leadership image to the team a potential downside is the risk of groupthink and a lack of diverse perspectives which could limit creativity and innovative problemsolving ldquoOn the other hand a deputy with a contrasting leadership style can inject fresh ideas challenge assumptions and introduce new approaches that spark creativity and innovation within the team Their ability to fill skill gaps and approach challenges from different angles can lead to more robust decisionmaking processes and a broader range of solutionsrdquo she shares To avoid misunderstandings and navigate differences constructively the deputy and leader must both have effective communication and conflict resolution strategiesHelping handA smooth transition for your nextinline is crucial to ensure smooth functioning and to optimise their chances of success ldquoTransparent communication is key in this process By openly discussing the selection criteria rationale and the qualities that make the deputy an ideal choice you can instil confidence in the team and demonstrate a commitment to inclusivity objectivity and fairness Actively highlighting the deputyrsquos strengths expertise and potential contributions can help your team to recognise the value they bring to the table This not only boosts the deputyrsquos credibility but also cultivates respect and appreciation among team membersrdquo says Elizabeth If feasible she suggests involving team members in the decisionmaking process to further reinforce their sense of ownership and investment in the new leadership structure while Raghuvanshi recommends defining clear processes and workflows to enhance efficiencyAlso Read World Youth Skills Day Does college impart skills for the real world Gen Z answers