The scientific article on the topic of Integrating the Three-Dimensional Leadership Model into Business Modeling, Strategic Planning and Strategic Management has been published

Integrating the Three-Dimensional Leadership Model into Business Modeling, Strategic Planning and Strategic Management

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Siboniso Muzembe DBA Student, Eurasian Management and Administration School (EMAS Business School),RussiaORCID: https://orcid.org/0009-0007-5715-9556[*Corresponding author]

Andrey A. KolyadaRector, Eurasian Management and Administration School (EMAS Business School), RussiaORCID: https://orcid.org/0009-0005-9725-9370

Abstract
This study aimed to investigate its application and impact at Microsoft, a leading technology corporation. Using a mixed-methods approach, the case study examined how the 3DLM interacts with business modeling and strategic management. The  3DLM  has  three  dimensions:  Personal,  Relational,  and  Organizational.  The  Personal  Dimension  focuses  on  self-awareness  and  emotional intelligence,  the  Relational  Dimension  emphasizes  building  trust  and  communication,  and  the Organizational  Dimension  involves  strategic  alignment  and  adaptive  strategies.  Business  modeling  conceptualizes  the organization's  business,  including  its  products,clientele,  processes,  systems,  and  market  niche.  Strategic  planning develops  a  roadmap  for  sustainable  competitive  advantage  through  goal  setting  and  actions  planning.  Strategic management  is  responsible  for  strategy  implementation.  The  research  found  that  integrating  the  3DLM  and  business model  can  enhance  leadership  development,  improve  strategic  decision-making,  and  foster  a  more  holistic  approach  to business modeling. This contributes to a better understanding of leadership's role in business modeling,strategic planning and strategic management.

Keywords
Three-Dimensional Leadership Model, Personal Dimension, Relational Dimension,Organizational Dimension

INTRODUCTION
In  the  dynamic  and  complex  landscape  of  contemporary  organizations  business modeling  and  effective  leadership  is paramount  for  achieving  strategic  objectives  and  fostering  a  culture  of  innovation  and  resilience. Traditional  leadership models,  which  often  focus  on  singular  aspects  of  leadership,  such  as  individual  traits  or  behaviors,  are  increasingly viewed  as  insufficient  to  address  the  multifaceted  challenges  leaders  face  today.  The  Three-Dimensional  Leadership Model  (3DLM)  offers  a  comprehensive  framework  that  integrates  the  Personal  Dimension,  Relational  Dimension,  and Organizational  Dimension,  providing  a  holistic  approach  to  leadership.  In  the  ever-evolving  landscape  of  modern organizations, effective leadership remains a critical determinant of success (Agwoje et al., 2023). Despite the abundance of  leadership  theories  and  models,  many  organizations  continue  to  struggle  with  aligning  leadership  practices  to effectively address multifaceted challenges. Traditional leadership models often fall short as they tend to focus on isolatedaspects  of  leadership,  failing  to  capture  the complexity  and  interconnectedness  of  real-world  organizational  dynamics (Megheirkouni,  2020).  3DLM,  which  integrates  the  Personal  Dimension,  Relational  Dimension,  and  Organizational Dimension, presents a comprehensive framework that addresses these gaps.The  Personal  Dimension  emphasizes  the  significance  of  self-awareness,  personal  growth,  and  emotional intelligence  in  effective  leadership.  Leaders  who  excel  in  this  dimension  possess  a  deep  understanding  of  their  own strengths,  weaknesses,  values,  and  motivations,  enabling  them  to  navigate  complex  situations  with  confidence  and integrity  (Beattie,  2019).  Emotional  intelligence,  a  critical  component  of this  dimension,  involves  the  ability  to  manage one’s  own  emotions  and  understand  the  emotions  of  others,  fostering  a  climate  of  trust  and  authenticity.  Personal development  in  leadership  is  essential  for  maintaining  resilience  and  adaptability  in  the  face  of  ongoing  change.  The DOI Personal  Dimension  underscores  the  importance  of  self-awareness,  emotional  intelligence,  and  personal  growth  in leadership. Leaders who lack self-awareness and emotional intelligence may struggle to navigate complex organizational challenges  and  inspire  their  teams  effectively  (Goleman,  2021).  Despite  its  recognized  importance,  many  leadership development programs inadequately address these personal attributes, leading to a gap in leaders’ ability to manage their own  emotions  and  understand  the  emotions  of  others.  This  inadequacy  often  results  in  poor  decision-making,  reduced employee engagement, and a lack of authenticity in leadership.The   Relational   Dimension   focuses   on   the   quality   of   interactions   between   leaders   and   their   followers, underscoring the importance of building strong, trust-based relationships and effective communication. Leaders adept in this dimension are skilled in active listening, empathy, and conflict resolution, enabling them to inspire and motivate theirteams (Northouse, 2021). This dimension aligns closely with transformational leadership principles, which emphasize the role of leaders in elevating their followers' performance and aligning their personal goals with the broader organizational mission.  By  fostering  a  collaborative  and  inclusive  environment,  relationally  adept  leaders  can  enhance  team  cohesion and  productivity.  The  Relational  Dimension  highlights  the  significance  of  building  strong,  trust-based  relationships  and effective  communication  between  leaders  and  followers.  Leaders  who  fail  to  develop  these  relational  skills  can  create environments characterized by low morale, poor teamwork, and high turnover (Northouse, 2021). While transformational leadership emphasizes the importance  of inspiring and motivating followers, there remains a  significant gap in practical approaches for leaders to cultivate these skills systematically. The absence of strong relational dynamics often hinders the development  of  a  collaborative  and  inclusive  organizational  culture,  adversely  affecting  overall  performance  and innovation (Muller et al., 2019).The  Organizational  Dimension pertains  to  the  broader  context  within  which  leadership  operates,  encompassing organizational  culture,  structure,  and  external  environment.  Leaders  must  be  strategic  thinkers,  capable  of  aligning organizational resources and capabilities with external demands and opportunities (Sloan, 2019). This dimension includes the  ability  to  drive  change,  manage  organizational  conflicts,  and  foster  an  innovative  culture.  Effective  leaders  in  this dimension translate  strategic  vision into  operational reality,  ensuring  sustainable  organizational success  (Schiuma  et al., 2022).  The  organizational  dimension  highlights  the  leader's  role  in  shaping  and  sustaining  a  culture  that  supports continuous  learning  and  adaptability.  The  Organizational  Dimension  focuses  on  the  leader'sability  to  navigate  and influence  the  broader  organizational  context,  including  culture,  structure,  and  external  environment.  Leaders  who  lack strategic thinking skills and the ability to align organizational resources with external opportunities and threats often fail to  drive  sustainable  success.  Many  leaders  struggle  with translating  strategic  vision  into  operational  reality,  resulting  in misaligned objectives, ineffective change management, and a lack of innovation. This dimension is critical for shaping an adaptable and resilient organizational culture that can thrive in a rapidly changing environment (Xenikou, 2022).Business   modeling,   strategic   planning   and   strategic   management   are   influenced   by   various   leadership dimensions. When it comes to business modeling, strategic planning and strategic management, personal leadership traits have  a  significant  impact  on  defining  the  organization's  vision,  determining  its  purpose,  shaping  risk  tolerance  levels, fostering  innovation  resilience,  and  enhancing  adaptability  in  the  face  of  change  (Samimi  et  al.,  2022).  Business modeling,  strategic  planning  and  strategic  management  rely  heavily  on  relational  leadership  skills,  which  significantly impact  team  dynamics,  collaboration  within  an  organization,  nurturing  andmaintaining  healthy  customer  and  partner relationships,  effective  change  management,  and  implementation  of  new  strategies  and  initiatives.  An  organization's leadership capabilities play a pivotal role in shaping and determining its organizational design and structure. The  importance  of  leadership  in  business  modelling,  strategic  planning  and  strategic  management  is  evident  as effective  leadership  is  crucial  in  business  modeling  and  strategic  management  as  it  enables  organizations  to  navigate complex environments, drive innovation, and achieve sustainable success (Mihardjo et al., 2019). Leaders play a vital role in shaping the business model, setting the strategic direction, and aligning resources to achieve goals. They must inspire and motivate teams, foster a culture of innovation, and make informed decisions that balance short-term needs with long-term vision. By integrating leadership into business modeling, strategic planning and strategic management, organizations can unlock their full potential, drive growth, and create a lasting competitive advantage (Mahdi et al., 2021). Integrating the three-dimensional leadership model, business modeling, strategic planning and strategic management can provide various benefits to organizations. This integrative approach offers a robust framework for understanding and practicing leadership holistically,  allowing  leaders  to  develop  a  comprehensive  understanding  of  how  leadership  impacts  strategy  and operations.  By  focusing  on  personal  development,  relational  dynamics,  and  organizational  strategy,  organizations  can identify  and  address  leadership  gaps  and  development  needs,  creating  a  more  effective  and  sustainable  approach  to business modeling and strategic management. 3DLM serves as a valuable tool for both scholarsand practitioners aiming to enhance leadership effectiveness across various contexts (Samimi et al., 2022).The primary problem addressed in this study is the insufficient integration and application of business modeling and  the  3DLM  in  organizational  practice.  The  3DLM  is  a  leadership  framework  that  explores  the  dimensions  of  task orientation, people orientation, and change orientation. Developed to enhance leadership adaptability, it is relevant to bothstrategic  planning  and  strategic  management,  providing  insights  into  aligning  leadership  with  organizational  goals. Strategic  planning  is  a  systematic  process  that  sets  long-term  goals,  defines  action  steps,  and  allocates  resources  to achieve   these   objectives   (Purwanto,   2020).   The   3DLM   enhances   strategic   planning   by   emphasizing   leadership adaptability across three dimensions task, people, and change which aligns well with the strategic planning processes that involve  vision  setting,  resource  allocation,  and  stakeholder  alignment  (Alayoubi  et  al.,  2020).  Forinstance,  the  task orientation  in  3DLM  promotes  clear  goal  setting  and  prioritization,  which  are  foundational  in  developing  an  actionable strategic  plan.  Moreover,  the  people-oriented  dimension  of  the  3DLM  emphasizes  the  significance  of  stakeholder involvement and motivation, crucial for gaining commitment during the strategic planning process (Ali et al., 2021). Strategic  management  involves  the  continuous  monitoring  and  adaptation  of  strategies  to  respond  to  changing market  dynamics.  The  change  orientation  of  the  3DLM  directly  supports  strategic  management  by  preparing  leaders  to embrace  flexibility  and  adaptability,  critical  in  responding  to  dynamic  market  environments.  By  focusing  on  change-oriented  leadership,  organizations  can  remain  agile,  responding  proactively  to  market  disruptions  and  aligning  strategic initiatives with shifting external conditions (Sharma et al., 2019).Incorporating  the  3DLM  in  strategic  management  also  helps  leaders  balance  short-term  operational  goals  with long-term strategic objectives. This balance is particularly beneficial in volatile environments where strategic goals must adapt to external forces while maintaining alignment with internal organizational capabilities (Purwanto, 2020). Leaders skilled  in  applying  task-oriented  leadership  can  ensure  operational  efficiency  while  strategically  managing  resources  to meet changing priorities.There  is  a  need  for  a  deeper  understanding  and  empirical  validation  of  how  the  personal,  relational,  and organizational  dimensions  interact and  contribute  to  effective  leadership.  Additionally,  organizations  require  practical roadmaps and tools to implement this model effectively to enhance leadership development, employee engagement, and overall  organizational  performance.  Without  addressing these  gaps,  organizations  risk  continuing  to  struggle  with leadership challenges that impede their growth and adaptability in the modern business landscape.

LITERATURE REVIEW
3DLM  is  a  comprehensive  framework  designed  to  equip  leaders  with  the  skills  and insights  needed  to  navigate  the multifaceted challenges of modern organizational life. This model emphasizes the integration of three critical dimensions: the   Personal   Dimension,   the   Relational   Dimension,   and   the   Organizational   Dimension.   By   focusing   on   these interconnected  aspects,  leaders  can  foster  a  holistic  approach  to  leadership  that  promotes  personal  growth,  strong interpersonal relationships, and organizational effectiveness.The  Personal  Dimension  of  3DLM  centers  on  self-awareness  and  personal  development.  This  dimension emphasizes  the  importance  of  leaders  understanding  their  own  strengths,  weaknesses,  values,  and  motivations  (Sosik  et al., 2019). Self-awareness is the foundation upon which effective leadership is built, as it enables leaders to beauthentic and aligned with their core principles.Leaders operating within the Personal Dimension are committed to continuous self-improvement. They engage in regular  self-reflection,  seek  feedback,  and  pursue  learning  opportunities  to  enhance  their  skills  and  knowledge.  This ongoing personal development not only benefits the leaders themselves but also sets a positive example for their teams. When leaders demonstrate a commitment to growth and learning, they inspire others to do the same, creating a culture of continuous improvement within the organization (Frémeaux et al., 2022).The Relational Dimension focuses on the leader's ability to build and maintain strong, positive relationships with others. Effective leadership is not just about individual capabilities but also about how well leaders can connect with and influence their team members, peers, and other stakeholders. In this dimension, leaders prioritize emotional intelligence, empathy,  and  effective  communication.  They  strive  to  understand  the  perspectives  and  needs  of  others,  fostering  an environment  of  trust  and  collaboration.  By  building  strong  relationships,  leaders  can  create  a  supportive  and  inclusive organizational culture where team members feel valued and motivated to contribute their best efforts (Tran et al., 2019).Leaders  in  the  Relational  Dimension  also  excel  in  conflict  resolution  and  team  dynamics.  They  recognize  that disagreements  and  challenges  are  natural  in  any  team  setting  and  use  their  relational  skills  to  navigate  these  situations constructively. By addressing conflicts head-on and fostering open communication, leaders ensure that their teams remain cohesive and focused on common goals (Neves, 2024).The  Organizational  Dimension  encompasses  the  strategic  and  structural  aspects of  leadership.  This  dimension focuses  on  how  leaders  can  effectively  manage  and  align  organizational  resources,  processes,  and  systems  to  achieve strategic  objectives.  Leaders  operating  within the  Organizational  Dimension  are  adept  at  setting  clear  goals, developing strategic  plans,  and  implementing  effective  processes  (Bolden  et  al.,  2023).  They  have  a  deep  understanding  of  the organization's  mission,  vision,  and  values,  and  they  align  their  leadership  practices  with  these  guiding  principles.  By doing so, they ensure that the organization remains focused and directed towards its long-term objectives.Additionally,  leaders  in  the  Organizational  Dimension  are  skilled  in  change  management  (Errida  et  al.,  2021). They  recognize  that  the  business  environment  is  constantly  evolving  and  that  organizations  must  adapt  to  remain competitive.  These  leaders  are  proactive  in  identifying  potential  changes  and  opportunities,  and  they  guide  their  teams through transitions with clarity and confidence.The  true  power  of  3DLM  lies  in  the  integration  of  the  Personal,  Relational,  and  Organizational  Dimensions. Effective  leaders  do  not  operate  exclusively  within  one  dimension  but  rather  balance  and  blend  all  three  to  achieve comprehensive  leadership  effectiveness.  For  instance,  a  leader  who  is  self-aware  and  committed  to  personal  growth (Personal  Dimension)  will  be  better  equipped  to  build  strong  relationships  (Relational  Dimension)  and  manage organizational  resources  effectively  (Organizational  Dimension).  Similarly,  a  leader  who  excels  in  relational  skills  can foster a supportive team environment, which in turn enhances the organization's ability to achieve its strategic goals.
Conceptualization of Business ModelBusiness  modelingrefers  to  the  systematic  approach  of  describing, analyzing,  and  designing  a  business's  structure, operations, and strategic approach to delivering value to customers while achieving financial and operational objectives. The  primary  purpose  of  business  modeling  is  to  clarify  how  a  business  generates  revenue,  operates  efficiently,  and differentiates  itself  from  competitors.  It  involves  detailing  the  business's value  proposition,  revenue  streams,  cost structure, key resources, activities, partnerships, and customer segments.A  commonly  used  framework  in  business  modeling  is  the Business  Model  Canvasdeveloped  by  Alexander Osterwalder. This  framework  breaks  down  a  business  model  into  nine  essential components,  providing  a  visual  map  to explore and iterate on business strategies. Through this model, organizations can examine and adapt their value delivery mechanisms,  customer  relationships,  channels,  and  operational  workflowsto  stay  competitive  and  meet  market demands effectively.Business modeling is essential for strategic planningas it serves as a blueprintfor decision-making and aligning operations  with  long-term  goals.  For  new  ventures,  it  helps  validate  ideas  before  investing  heavily  in  resources.  For established  companies,  business  modeling  enables innovation, allowing  firms  to explore  new  ways  to  deliver  value  and adapt to changing markets.Business  modeling  is  the  method  by  which  organizations  design  and  test  business  models  to  ensure  they  align with  strategic  goals  and  market  demands.  It  involves  the  iterative  process  of  developing,  validating,  and  refining  a business model based on market conditions, customer feedback, and technological advancements.The  digital  age  has  brought  about  significant  shifts  in  the  way  business  models  are  designed  and  implemented. Digital platforms, data analytics, and global connectivity have enabled the emergence of innovative business models, such as  subscription-based  services,  freemium  models,  and  platform-based  ecosystems  (Teece,  2018).  Companies  that successfully  leverage  these  digital  innovations  in  their  business  models  can  achieve  significant  competitive  advantages and capture new market opportunities.Business models and business modeling are fundamental concepts that enable firms to articulate how they create, deliver, and capture value (Massa et al., 2017). By continuously engaging in business modeling, organizations can adapt to changing market conditions, innovate their value propositions, and sustain their competitive edge. The ongoing study and  refinement  of  business  models  in  the  context  of  emerging  technologies  and  market  dynamics  will  remain  a  critical area of focus for both researchers and practitioners.Theoretical FrameworkThe theoretical framework for this study on 3DLM draws upon several foundational theories and concepts in leadership studies.  This  framework  integrates  the  Personal  Dimension,  Relational  Dimension,  and  Organizational  Dimension  to provide  a  comprehensive  understanding  of  effective  leadership  in  contemporary  organizations.  Each  dimension  is grounded in specific theoretical perspectives that inform its principles and applications.Personal DimensionThe  Personal  Dimension  of  3DLM  focuses on  self-awareness,  personal  growth,  and  emotional  intelligence.  This dimension is primarily supported by the following theories:Emotional  Intelligence  Theorydeveloped  by  Daniel  Goleman,  this  theory  posits  that  emotional  intelligence  (EI)  is critical foreffective leadership. EI involves the ability to recognize and manage one's own emotions and the emotions of others.  Goleman's  model  includes  self-awareness,  self-regulation,  motivation,  empathy,  and  social  skills,  which  are essential  components  of  the  Personal  Dimension.  Leaders  with  high  EI  are  better  equipped  to  handle  stress,  make informed decisions, and build strong relationships within their organizations.Self-Determination  Theoryproposed  by  Deci  and  Ryan,  this  theory  emphasizes  the  importance  of intrinsic  motivation and  personal  development.  It  suggests  that  individuals  have  innate  psychological  needs  for  competence, autonomy,  and relatedness.  In  the  context of  leadership, fulfilling  these  needs through  personal growth  and  development leads  to  more effective and motivated leaders.Relational DimensionThe  Relational  Dimension  emphasizes  the  importance  of  building  strong,  trust-based  relationships  and  effective communication. The following theories provide a foundation for this dimension:Transformational  Leadership  Theoryintroduced  by  Bass  and  Avolio,  transformational  leadership  focuses  on  inspiring and  motivating  followers  to  achieve  higher  levels  of  performance.  Transformational  leaders  are  characterized  by  their ability  to  build  trust,provide  individualized  consideration,  and  communicate  a  compelling  vision.  This  theory  aligns closely with the Relational Dimension, as it underscores the importance of relational dynamics in leadership.Leader-Member  Exchange  (LMX)  Theorydeveloped  by  Graen  and  Uhl-Bien,  LMX  theory  highlights  the  dyadic relationships between leaders and followers. It posits that high-quality leader-member exchanges, characterized by mutual trust,  respect,  and  obligation,  lead  to  better  individual  and  organizational  outcomes.  This  theory  supports  the  relational aspect of leadership, emphasizing the need for leaders to cultivate strong, positive relationships with their team members.Organizational DimensionThe  Organizational  Dimension  involves  understanding  and  influencing  the  broader  organizational  context,  including culture, structure, and external environment. The following theories inform this dimension:Strategic  Leadership  Theoryproposed  by  Hambrickand  Mason,  strategic  leadership  theory  focuses  on  the  role  of  top executives in shaping the direction and success of their organizations. It emphasizes the importance of strategic thinking, vision, and alignment of resources with organizational goals. This theory is crucial for the Organizational Dimension, as it highlights the leader's role in guiding the organization through complex and dynamic environments.Organizational  Culture  Theorythe  Edgar  Schein's  (2017)  model  of  organizational  culture  providesa  framework  for understanding how leaders influence and shape organizational culture. According to Schein, leaders play a critical role in creating and  sustaining organizational culture  through their behaviors,  values, and communication. This theory supports the  Organizational  Dimension  by  highlighting  the  leader's  impact  on  the  cultural  and  structural  aspects  of  the organization.  Kolyada  (2023),  considers  corporate  culture  design  and  management  as  an  integral  part  of  business modeling, strategic planning and strategic management. He argues that culture is initially created by the founders and top managers of the organization, but then its holders become the company's personnel and it begins to "live" independently of  the  organization's  management,  largely determining  the  results  that  this  management  achieves  and  its  success  as  a whole. In his opinion, different types of business models and corporate strategies require different cultures.Research QuestionsBased on the research framework this study seeks to address the following research questions to explore the integration of the  Three-Dimensional  Leadership  Model  into  business  modeling,  strategic  planning,  and  strategic  management.  The questions  are  how  can  the  Three-Dimensional  Leadership  Model  be  effectively  applied  to  enhance  business  modeling practices?And how  does  the  alignment  of  the  Three-Dimensional  Leadership  Model  influence  strategic  management outcomes, particularly in fostering organizational resilience and adaptability?

METHOD
The  study  employs exploratory  designto  understand  how  the  Three-Dimensional  Leadership  Model  integrates  into strategic  business  practices.  The  descriptive  aspect  provides  a  detailed  account  of  leadership  behaviors,  while  the exploratory  approach  seeks  to  uncover  new  insights  into  their  application  within  business  modeling  and  strategic management contexts.Detailed  case  studies  of  Microsoft  Corporation  that  have  implemented  aspects  of  the  Three-Dimensional Leadership Model are examined to identify best practices and challenges. Case studies are reviewed to identify practices aligning with the Three-Dimensional Leadership Model.The methodology of this research is designed to examine 3DLM within real-world organizational contexts. This model  integrates  the  Personal  Dimension,  Relational  Dimension,  and  Organizational  Dimension  to  provide  a  holistic understanding of leadership. Microsoft Corporation was selected based on size, and having a global presence in terms of geographical location to ensure a broad representation. The case studies focus on how organizations implement and benefit from the Personal, Relational, and Organizational Dimensions of leadership.This methodology aims to provide a robust framework for exploring the practical applications of 3DLM in real-world scenarios.  By using  this  methods,  the  study offers  valuable  insights into how leaders  can effectively  develop and apply personal, relational, and organizational leadership skills to enhance organizational performance.Data SourcesData  for  the  case studies  are  collected  through  document  analysis,  and  on-site  visits.  Organizational  documents  such as strategic plans, leadership development programs, and performance reports will be analyzed to understand the integration of  3DLM.  Detailed  analysis  of  organizations  that  have  implemented  integrated  leadership  strategies.  Examined  their strategic   planning   processes,   business   model   innovations,   and   operational   adjustments   to   validate   the   model's applicability.  A  comprehensive  review  of  existing  research  in  leadership  theories,  strategic  management,  and  business modeling  provided  foundational  knowledge  and  theoretical  grounding  for  the  study.  Sources  included  articles  from Scopus-indexed journals and other reputable academic databases. Information from company websites, press releases, and financial statements to understand strategic decisions and leadership approaches within specific organizations. These data sources were chosen to provide a holistic view of the research problem, ensuring thatthe findings are robust, reliable, and grounded in real-world evidence.

RESULTS
3DLM  is  a  comprehensive  framework  that  integrates  three  key  dimensions  of  leadership:  the  Personal  Dimension,  the Relational  Dimension,  and  the  Organizational  Dimension.  This  model  emphasizes  that  effective  leadership  is  not  just about managing tasks  or people but involves a holistic  approach that considers the  leader's  self-awareness, relationships with others, and alignment with organizational goals.Microsoft,  a  global  leader  in  technology,  offers  a  compelling  real-world  example  of  how  3DLM  can  be  integrated  into business  modeling  and  strategic  management.  Under  the  leadership  of  CEO  Satya  Nadella,  Microsoft  has  successfully navigated significant transformations, leveraging 3DLM to drive organizational success.Personal Dimension: Self-Awareness and Leadership DevelopmentThe  Personal  Dimension  focuses  on  the  leader's  self-awareness,  emotional  intelligence,  and  commitment  to  personal growth.  At  Microsoft,  Satya  Nadella  hasemphasized  the  importance  of  a  growth  mindset  a  concept  introduced  by psychologist Carol Dweck. Nadella’s leadership philosophy is rooted in continuous learning and self-improvement, which has  reshaped  Microsoft’s  culture.  The  Personal  Dimension  influences  Microsoft's  business  modeling  by  fostering  a culture  of  innovation  and  adaptability.  Nadella’s  commitment  to  self-awareness  and  personal  growth  encourages employees to take risks and explore new business models, such as the shift from traditional software sales to cloud-based services.Relational Dimension: Building Strong RelationshipsThe  Relational  Dimension  emphasizes  the  importance  of  relationships  within  and  outside  the  organization.  Effective leaders build trust, communicate openly, and foster collaboration among team members and stakeholders. At Microsoft, Nadella has prioritized empathy and inclusivity, transforming the company’s internal and external relationships. Microsoft’s focus on relationships is evident in its partnerships and collaborations. The company's strategic alliances with other tech giants, such as its partnership with Amazon Web Services (AWS) on cloud interoperability, demonstrate how relational  leadership  can  drive  business  success.  These  partnerships  are  integrated  into  Microsoft’s  business  model, enhancing its ability to deliver comprehensive solutions to customers.Organizational Dimension: Aligning Leadership with Strategic GoalsThe  Organizational  Dimension  involves  aligning  leadership  practices  with  the  broader  goals  andobjectives  of  the organization.  It  focuses  on  creating  a  shared  vision,  setting  strategic  priorities,  and  ensuring  that  the  organization’s structure and processes support its mission. Nadella’s leadership has been instrumental in aligning Microsoft’s organizational goals with its business model. The shift to cloud computing, AI, and subscription-based services aligns with Microsoft’s strategic vision of empowering every person and organization on the planet to achieve more. This alignment has driven Microsoft’s financial success and positioned it as a leader in the digital transformation space.Holistic Integration in Business Modeling, Strategic Planning and Strategic ManagementMicrosoft’s integration of 3DLM into its business modeling, strategic planning  and  strategic  management  provides  a holistic  understanding  of  leadership  and  organizational  success.  By  fostering  self-awareness  (Personal  Dimension), building  strong  relationships  (Relational  Dimension),  and  aligning  leadership  with  strategic  goals  (Organizational Dimension), Microsoft has created a resilient and adaptive organization.Microsoft’s strategic decision to acquire LinkedIn in 2016 reflects the integration of 3DLM into its business model. The acquisition aligned with Microsoft’s organizational goals  of expanding its  cloud services  and enhancing its professional networking  capabilities.  The  success  of  this  integration  was  facilitated  by  strong  relational  leadership,  as  Microsoft effectively collaborated with LinkedIn’s leadership team to ensurea smooth transition and alignment of business models.Microsoft’s application of this model in its business modeling, strategic planning and strategic management demonstrates how  leaders  can  achieve  organizational  success  by  integrating  self-awareness,  strong  relationships,  and  strategic alignment.  This  holistic  approach  to  leadership  is  critical  for  navigating  the  challenges  of  the  modern  business environment and ensuring long-term success.

DISCUSSION OF FINDINGS
The  findings  underscore  the  importance  ofleadership  adaptability  in  volatile,  uncertain,  complex,  and  ambiguous contexts.  Leaders  who  can  dynamically  shift  their  focus  among  the  three  dimensions  are  better  equipped  to  navigate disruptions, seize emerging opportunities, and mitigate risks. Organizations led by such leaders exhibited:The  study  highlights  that  leadership  directly  influences  the  design  and  evolution  of  business  models.  Leaders  with  a balanced  approach  foster  a  culture  of  innovation,  enabling  the  exploration  of  new  revenue  streams or  service  delivery mechanisms. They also ensure that operational processes are robust enough to support scalable and sustainable business models.  And  they  promote  strategic  foresight,  which  aligns  the  business  model  with  long-term  industry  trends  and customer  expectations.  This  alignment  between  leadership  and  business  modeling  drives  competitive  advantage  and organizational resilience.The findings reveal that integrating leadership into strategic planning processes enhances the robustness and effectiveness of  strategies.  Leaders  who  incorporate  insights  from  all  three  dimensions  develop  more  comprehensive  plans  that anticipate  both  internal  capabilities  and  external  challenges.  Organizations  that  adopt  this  integrated  approach  achieve higher success rates in implementing their strategic initiatives.These  findings  suggest  that  organizations  must  prioritize  leadership  development  as  a  core  component  of  strategic management. By equipping leaders with the tools to balance strategic, operational, and transformational responsibilities, organizations can position themselves for sustained success in an increasingly complex and unpredictable world.Implications for Theory/Theory DevelopmentStrategic  management  theories  often  focus  on  frameworks  like  SWOT  analysis, Porter’s Five Forces, and Blue Ocean Strategy.  However,  this  study  emphasizes  the  role  of  leadership  as  a  pivotal  driver  in  the  formulation,  implementation, and  adaptation  of  strategies.  The  findings  suggest  that  strategic  resilience  and  agility  are  notjust  outcomes  of environmental   scanning   or   resource   allocation   but   are   deeply   influenced   by   leadership   styles   that   align   with organizational  goals  and  market  dynamics.  This  reinforces  the  idea  that  leadership  theories  should  be  integrated  more holistically into strategic management paradigms.The study contributes to the growing body of knowledge on organizational resilience by showing how leadership directly  affects  an  organization's  ability  to  navigate  uncertainty  and  complexity.  By  integrating  the  Three-Dimensional Leadership  Model  into  strategic  management,  the  study  provides  a  theoretical  basis  for  understanding  how  leadership styles and strategies contribute to resilience. It suggests that a multi-faceted leadership approach can mitigate the adverse effects of volatility, uncertainty, complexity, and ambiguity (VUCA).This  research  bridges  multiple  disciplines  such  as  leadership  studies,  strategic  management,  and  business modeling  thereby  encouraging  an  interdisciplinary  approach  to  theory  development.It  lays  the  groundwork  for  future studies  that  explore  the  interactions  between  these  fields  and  their  collective  impact  on  organizational  performance. Scholars are encouraged to investigate how the integration of various theoretical frameworks  can yield more  robust and practical insights.By addressing real-world challenges faced by organizations in a VUCA world, the  study contributes  to refining existing  theories.  It  demonstrates  that  leadership  theories  must  account  for  the  complexity  of  modern  businessenvironments.  Additionally,  it  provides  a  practical  lens  for  testing  and  validating  theoretical  models,  ensuring  their relevance in contemporary organizational contextsImplications for Readers, Business, and Management PracticeFor business leaders and managers, the Three-Dimensional Leadership Model offers a practical framework to adapt their leadership style based on situational demands. By integrating strategic, operational, and transformational leadership, the study highlights the importance of balancing long-term vision with immediate operational needs while inspiring and engaging teams. This balance equips leaders to navigate challenges more effectively, particularly in volatile and uncertain environments.For  middle  and  senior  managers,  the  study  offers  actionable  insights  into  how  leadership  can  enhance  team cohesion and productivity. By adopting the principles of the Three-Dimensional Leadership Model, managers can create a more collaborative workplace culture that aligns employee efforts with organizational strategies. This not only improves performance but also fosters innovation and employee satisfaction.Readers in management practice can use the study to inform their leadership development initiatives. It provides a structured framework for identifying areas of growth, enabling managers to cultivate a well-rounded leadership style that incorporates  strategic  foresight,  operational  efficiency,  and  transformational  inspiration.  This  insight  is  particularly valuable for leadership training programs and executive coaching.For readers with academic and professional interests, the study bridges theory and practice by offering evidence-based  recommendations  for  integrating  leadership  models  into  everyday  business  operations.  It  provides  a  blueprint  for how  theoretical  leadership  frameworks  can  be  applied  in  real-world  contexts,  making  it  valuable  for  educators, consultants, and industry practitioners alike.Limitations of the StudyThe study may have focused on specific industries or sectors where leadership practices differ. The findings may not be entirely generalizable to all industries, particularly those with unique operational and strategic needs, such as non-profits, public administration, or highly specialized technical fields. Qualitative methods such as case studies were heavily relied upon,  the findings  might  reflect subjective  interpretations. This  could  limit the  study’s  ability  to  provide  universally applicable  conclusions.  Integrating the  Three-Dimensional  Leadership Model into  business  practices  and  strategies  may present   practical   challenges.   Organizations   with   less-developed   leadership   structures   might   find   it   difficult   to operationalize the recommendations.

CONCLUSION
This  study, "Integrating  the  Three-Dimensional  Leadership  Model into  Business  Modeling,  Strategic  Planning,  and Strategic  Management,"offers  a  comprehensive  exploration  of  how  an  integrative  leadership  approach  can  transform organizational  performance  and  resilience  in  the  face  of  modern-day  challenges.  Grounded  in  theoretical  and  empirical insights,  the  research  demonstrates  that  strategic,  operational,  and  transformational  leadership  dimensions  are  not 
393mutually exclusive but complementary forces that, when harmonized, enable organizations to achieve sustainable success in  dynamic  and  volatile  environments.  In  conclusion,  this  research  bridges  theoretical  gaps  and  provides  actionable insights for practitioners, emphasizing that the Three-Dimensional Leadership Model is not merely an abstract construct but  a  practical  tool  for  achieving  strategic  resilience,  innovation,  and  long-term  organizational  success.  Through  its implications for theory, practice, and future exploration, the study contributes meaningfully to the fields of leadership andstrategic management.

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