In an unpredictable economy, companies that have a network of leaders through-out the organization are the ones most likely to thrive. Employees who are given the opportunity to develop leadership skills are more inclined to take responsibility and feel pride in their work. When they are empowered to make decisions and be accountable For their actions, potential leaders take ownership in the success of the company, and often become high level performers who offer their discretionary effort.
The velocity of workload is increasing and so has the pace of change. With that said, an employee’s ability to make independent decisions is especially critical as services, products and customer expectations evolve. In the wake change, the role of leadership is shifting as well. Front-line employees are expected to lead teams, mid-level managers are heading up strategic initiatives, and downsized staffs are expected to take responsibility for more work with less guidance.
These new opportunities call for more than supervisory or management skills. They also require managers to arouse engagement and establish an environment of respect and fairness, in which employees are encouraged and expected to contribute their opinions, ideas, and concerns.
How are you adapting your style to facilitate the inclusion and participation of leaders at all levels— those contributors who do not have the title but bear the responsibilities?