Changing Dynamics of Leadership
The
way people are viewing leadership is changing. I believe one of the
reasons for this change has a lot to do with companies looking for
different solutions to problems that will help increase their bottom
line and help the company to
grow. One of the places that companies are looking for these solutions
is within their own companies and towards the people that are doing the
job. Now, companies are taking a more “collaborative approach that
empowers employees” (Jartese, 2013, par.1). Leaders
within these companies are recognizing the power that their own
resources have and they are taking a more open attitude instead of the
more corporate hierarchy.
Another reason for this change is that
companies are taking a look around at the other companies
that have been doing business this way and seeing just how much more
successful they are; for example, Apple and Google do business a
completely different way. They rely solely upon the innovation of their
people and collaborative thinking process that happens.
Their companies are coveted places to work because people don’t feel
like just another worker-bee, they feel they can and are making real
differences.
Another reason for the change is that people are demanding
more out of their companies. People are not happy
being the worker-bee and they want to know that they can be heard. As
more and more people speak up and try to make differences, they are
rewarded with satisfaction of making a difference.
I do think that this is happening
within my organization to a certain degree, but not completely. There
are too many legs on the body so-to-speak. There is change in leadership
within the body, but the body needs the support of the legs.
Each leg is a silo organization (or leg) has one main leader that
reports back to the body. At the body however, those leaders of the
silos are part of a CAS organization and there is a whole lot of
collaborative efforts being made in order to make the changes
necessary. It is here where the worker-bee can see where their efforts
and ideas might make a difference, but because the other leadership
within the body is so far removed from the actual work going on, usually
those ideas get lost in the mix.
If
things were going to change, the leadership dynamic would definitely
have to change. The first thing that would have to happen is to change
the mindset of the individual legs to thinking in terms of “team”,
versus “me”. When each leaders
is at their respective organizations, they do have the “team”
mentality, but that gets lost once they are dealing with they body
organization. They do still think in terms of teams, but it’s a
different team. My organization needs to take out the separation
of teams in their own minds and think of the organization as one big
team. If they were to do this, then the strategy of the company could be
different as different team members have their input.
References:
Jartese, 2013. 8 Differences Between Traditional and Collaborative Leadership. Retrieved from http://blog.innocentive.com/2013/11/21/8-differences-between-traditional-and-collaborative-leaders
Obolensky, N. (2014). Complex adaptive leadership: Embracing
paradox and uncertainty. Farnham, Surrey, UK: Growler
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