Whether you are leading a 5-person group or a 500-people strong organization, your challenge is the same … how to get everyone on the same page – focused, flexible and willing to take action. You want them engaged! You know there is a certain amount of communication that must occur. You know that it takes both teamwork and individual initiative to accomplish your goals. You know that people need to understand the big picture and how they fit in.
The question is … in a busy day of “fire-fighting” … how can you make all this happen?
The answer isn’t simple. But you have no choice. You simply must do it. Because, unless you take the time to make sure everyone within your organization knows what value he or she brings, you will spend your days just treading water … and you’ll waste valuable money paying for people who are just there for a paycheck.
Unfortunately, from almost the instant a new hire comes on board, “indifference” starts to sink in. Remember when you first took a new job as a young recruit? You were excited. You were optimistic. You were sure that you were going to be an asset.
Then, all too quickly, you were left in the dark, not listened to, left to figure things out on your own. Sure you had a job to do, and you did it. Certainly you found some satisfaction in doing it well. But caring about the organization … offering ideas to make it better … going the extra mile — doing things that turn ordinary results into extraordinary success … those passions started to dwindle.
You, as a leader, can keep that “entrepreneurial” spark alive within your group. You can achieve remarkable growth and change… when you think and act like an Egalitarian Leader.
Autocratic … You as the leader gets, and uses, 99 votes out of 100. Surely this style used too often will demoralize the team, leading to apathy and resentment.
Democratic … Everyone in the group votes; majority wins. This style is handy for certain types of situations like company picnic plans, but can drag the group down into inaction if used on strategic business issues.
Benevolent … This is when the leader or the executive team “knows best” what’s good for others and acts accordingly.
Egalitarian … When you create an egalitarian environment, you believe in mutual respect … everyone has value to the organization … from the custodian to the executive. You know that each has a unique perspective and when their knowledge is harnessed, and you help them to contribute, you lead a powerful team.
OK, so it is a bit of a trick question (Which type of leader are you?) because there are situations that come along when each type is appropriate. The better question may be, ‘Which type of leader are you most of the time?”
Learn more about egalitarian leadership, get one-on-one coaching, attend a webinar … and more HERE.
From “Overcoming Organizational Indifference.
How to Create a Focused, Flexible and Willing Workforce.”