We are currently integrating a new member into our organization’s leadership team. While considering the practical aspects of this process, I have always been most focused on ensuring that this person meshes well with our philosophy of leadership. To that end, she is fitting in seamlessly.
In my work, one of the most consistent issues I find within medium to large organizations is the inconsistency in how different managers “do” leadership. Instead of having a crystal clear vision and approach for how the organization views and lives out leadership, there is often a patchwork of philosophies and approaches. This typically results in confusion and, at worst, disengaged and disgruntled employees.
Time and again, I have seen organizations place limits on their success and growth by allowing leaders to implement different management styles and approaches. When one manager is relational and caring while another is directive and indifferent, you can rest assured that, over time, their teams will not perform at their peak.
When we get to know our employees on a human level – when we care about our employees – we build trust.
We make no apologies at ACHIEVE that our philosophy of leadership is one that emphasizes the importance of relationships. When we get to know our employees on a human level – when we care about our employees – we build trust. And with trust, employees will move mountains with you (note the emphasis on “with you,” not “for you”).
If you look around your organization and see different styles of leadership, my encouragement is for you to talk about it. Talk openly about what your approach to leadership should be, then make this approach the expectation. Starting from when you hire, talk about this philosophy and then incorporate it regularly into your leadership discussions. A unified philosophy of leadership is crucial to long-term organizational success.
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