12 Most Necessary Shifts in Leadership Thinking for Today

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The current way most leaders and employees work together is outdated and divisive. It alienates employees and managers from one another. Employees accept their paycheck in exchange for time, keep personal interests outside of work, and stay within their defined box.

This relationship enforces a command-and-control hierarchy, even though Charlene Li’s work has shown us that this type of hierarchy is closed and that few ideas from the outside will affect the organization. The current type of most organizations is closely guarded and there is little room for employees to share ideas.

It’s time for a shift.

For businesses and organizations to succeed in today’s complex world, the command-and-control hierarchy must disappear.  It triggers restrictive expectations that limit employees’ exploration and implementation of fresh ideas.

Here are 12 alternative leadership ideas to consider:

1. Foster community

The workplace is a community. In a community, people share a common attitude towards its purpose. In healthy communities, the people internalize the identity as part of their own. There is joint ownership of what the community creates. People are willing to contribute and help others. We need more leaders to help make this shift away from silos, turfs, and extreme individuality dominate in our work places.

2. Know your “Selfless-Why”

At a base level, we work to survive. However, that doesn’t need to be the only reason to work. Your work can be an extension of your desire to help others experience success and satisfaction from their efforts. Identify your “Selfless-Why.” It’s the reason you arrive at work to do good things. It’s bigger than you. It requires help from others.

3. Create an environment of optimism

Managers have a responsibility to create a working environment that enables employees to contribute their talents and do their best work. An environment of optimism helps do that. Predominate beliefs include (1) things are possible, (2) what I do matters, (3) work can be a source of joy, and (4) employees’ passions should be harnessed.

4. Redefine achievement

Achievement at work has a variety of meanings for employees. Research has repeatedly shown that for employees it’s not more money. Managers seem stuck on the belief that it is. Employees want to contribute and make a difference. They want meaningful work. Shift your leadership to help make that happen.

5. Get to know the whole person

Businesses don’t run themselves on the numbers captured in the financial statements. Those numbers are generated by the hard work of people, people who have hopes and aspirations. We need more leaders to understand their employees’ hopes and aspirations. When we are understood, we want to give more of ourselves.

6. Know your personal values

When you know what you value in life and in people, then clarity emerges. The clarity typically centers on the quality of life and relationships. That clarity reveals that the significance of helping others is far more enriching than satisfying one’s own needs. Just imagine how that can strengthen relationships at work.

7. Help your peers just because

Remember those silos I just mentioned?  A good way to tear them down is to offer your support to a peer. Offer support because it’s the right thing for everyone, no agenda.  Then, stand back and watch the silos fall.

8. Link profit and people

When I talk with financially-minded people, which is often, rarely does the conversation include how people will be affected by their financial analysis. We need more leaders who can link profit focused conversations to also include workforce implications. However, it’s not how do we get “those people” to do what we need. The shift is about the potential implications and how do I help my community navigate the changes?

9. Encourage more

The cynicism in organizations is thick. The needed shift is not to succumb to it, but rather to act in defiance of it. Encourage employees to apply their talents. Put employees on projects that tap into their passions. Have conversations about failures and help them pull lessons from them.

10. Adopt a “Green Mentality”

A colleague once said about professional development:  “If you’re ripe you’re rotting; if you’re green you’re growing.” Professional development never ends. A green mentality keeps your mind sharp and your skills fresh.

11. Partner better

Stop rushing your thinking or your work. Make time in your calendar to read, prepare ideas, review documents at least a day before the meeting. Your partnership with others will improve because you are better prepared, so your questions and ideas will be stronger. Read Seth Godin’s view on this issue.

12. Make work satisfying

If you begin to do any of the items in this list, you will help to make work satisfying for others and yourself.

Paychecks are important. Meaningful relationships between leaders, employees, and their paychecks will be even more valuable.

Shawn Murphy

http://switchandshift.com/

Shawn Murphy is founder and president of Achieved Strategies. He works with organizations helping leaders bring out the best in their people during times of change and through leadership development. His purpose is to help organizations restore optimism in the workplace and to work with leaders to lead in the 21st century. When not working, he blogs at Switch and Shift on topics to help leaders inspire optimism and New Era Leadership. He’s a coffee addict. Music fiend. Dry humorists. Movie junkie. Wannabe painter/artist. He’s working on his first book.