There are thousands of books on leadership, so we seem to have the definitions and understanding of the concept anchored down pretty well.
Surveys, though, show that leadership is not good and people do not feel that they are working for such a great bunch of leaders.
Where does this unhook? Maybe around the issues of involving people in workplace improvement and engaging them in the implementation of new, improved or simply better practices to make working less punishing.
So, I simply offer this up as a simple framework for what I think happens, with the possibilities for change and improvement being more than a little obvious.
If you have not seen the above illustration before, take a minute and consider how this image might represent how most organizations really work. Then take a moment to consider what might be done differently.
I’ve been working around people and performance my whole working life and have had the opportunity to work for a couple of really good bosses. When the values and goals and expectations and feedback are all in alignment, it goes really well. When there is isolation and a lack of communications and what is demanded is out of alignment, then I get out of step and dis-engaged.
I have always been fortunate to be able to pick up and walk away. Not everyone seems to have that kind of opportunity. Some feel that all they can do is just continue to push and maybe have some hope that something might change. When it gets really bad, they make other choices (see this post on sabotage and engagement here).
At PMC, we sell tools to help improve teamwork and communications and to help engage and involve people in workplace improvement. They are designed to be flexible and easy to facilitate.
For the FUN of It!
Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
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Scott’s blog on Poems and Quips on Workplace Improvement is here.