Module Three, leadership as service. Whether you prefer an authoritative leadership style or lenient one or something in between. One factor that can truly enhance your effectiveness in leadership is to see yourself as serving the needs of your employees, even as you serve the needs of your company or organization. Often these two sets of needs count will coincide the needs of your employees or the needs of a well run organization as well, when they do not count your day. seeing yourself as a kind of servant to your employees can help you better way your priorities in both the long and short terms. top down hierarchies, the traditional form of hierarchy and business organization is known as a top down or vertical structure.
This means that you have a clear ranking from a CEO to a mailroom clerk and everyone understands their places. This structure has both advantages and disadvantages. If you're a leader of this type of organization, it is helpful to understand what those advantages and disadvantages are in order to better serve the needs of your employees. Advantages, you always know who is in charge and who to report to. This decision making is efficient. advancement up the career ladder is clearly defined.
Disadvantages. The potential for power based politics and maneuvering can result in flattering and yes man type of behavior rather than providing accurate information. employees at the bottom can feel less of a stake in the goals of the company. If you have a weak leader, you will have a weak organization and the information from management and higher ups is prone to distort tasting. As it trickles down through multiple filters. Both management employees can have distorted understand In a wet the other group does and has to deal with a lateral perspective.
An alternative to the traditional vertical organization structure is known as a lateral or horizontal structure. And this structure the different departments are administered by project managers who report to upper management and serve as a conduit between the team and administrators. This approach has its pros and cons. Advantages this approach tends to reinforce creativity and innovation because employees are more willing to take risks when they know that they won't lose status and doing so, organization can better adapt to changes in circumstances because communication does not have to go through as many filters. employees have a great feeling of stake in the organization. And employees have a greater sense of autonomy, which can lead to a greater development of a wide array of skills.
Disadvantages. When something goes wrong, the lack of clear structure can lead to blaming of different teams and departments. Decision Making can be a slow process. The lack of authoritarian supervisors can lead to an undisciplined and chaotic work environment. transitions from vertical to horizontal organization structures can be difficult because those using authoritarian management style find it difficult to adjust to seeing co workers as peers. Know your employees regardless of which organization structure you employ, to lead effectively it helps to know your employees on a personal and professional level.
Obviously, with larger corporations the former is more difficult than the ladder. But taking the time to get to know your employees as people can help inform your decision making in ways Not only affect employee morale, but also helping crafting more effective approaches. If you understand what it is like to work on the frontlines, you can better adjust problems in such a way that it does not create additional problems. keeping abreast of what goes on in your employees lives can also help you in adjusting each person as an individual. Genuine empathy and the power to leave. Brian brown Walker's commentary on the I Ching offers some excellent advice about leadership, gentleness and understanding create in others and unconscious willingness to be led.
When you can genuinely understand where your employees are coming from, you are able to know exactly what to do is say to get the best results from them. This requires developing your own capacity for empathy. Here are some suggestions for developing your empathy. Listen, you may not always understand where an employee is coming from. Even the most creative and open minded of people can fail to grasp another individual's unique circumstances. Consequently, the only way you can understand where others are coming from is by listening to them.
Listening in this sense is not merely listening to the words a person says, but listening for the underlining needs that the person may be expressing. Even while failing to articulate this validate, particularly in times where people seem far apart in their beliefs. It is really easy to look at a person with whom you disagree and see an enemy. However, we all have the capacity to feel the same types of emotions, whether these are fear, anger or joy. We also all have the same basic needs when you try to recognize that beneath any disagreement are two people need love and respect is not easy to see someone you disagree with as the enemy. Consider your own attitude.
When you find yourself in a disagreement with someone else, ask yourself what you want from the interaction. Do you want to see the other person punished? Is this about winning or being right? wanting to see another person punish presumes that you know best. A dangerously arrogant attitude, especially from a leader who should be looking to serve employees. suspend your own viewpoint.
When you are trying to understand another person's feelings. Your own point of view isn't a necessary perspective. In fact, it gets in the way of seeing another's point of view. Remember that suspending your views is not the same as dropping them or changing now. Your viewpoint will still be there. If you still need it.