It seems that every decade or so there is some new fad the runs through the business world in terms of supervision and in the world of diversity management, downsizing, outsourcing, generational work conflicts and the information age, things are even more complicated than ever before.
No longer does a one size fits all leadership model really work. We can’t treat everyone the same and expect that everything will just “work out” somehow. Managers and leaders must have a framework with which to manage their workers in a way that honors everyone’s unique and specific position on the job.
Empowered leadership is the way to do just that. Empowered leadership shares the power between management and the workers, thus empowering both groups.
Conventional wisdom tells us that when those in power relinquish some of that power by sharing it or giving it to their employees, then they would lose something when in actually, they gain.
Think about it. When people rule with an iron hand, they generally instill fear in those who work for them. Do you do your best work when you are afraid? I don’t know about you but I will attempt to comply because I want to avoid negative consequences but it certainly won’t be my best work. The absolute best a manager can hope for with coercion is compliance. If compliance is enough, then coercion might work.
However, I will gripe and complain and quietly wait for opportunities to get even. I won’t have a kind thing to say about my employer and at every available chance will seek corroboration for how I feel from my co-workers, thus spreading an “us” versus “them” mentality.
When leaders and managers seek to empower their workers, they will gain their loyalty. Workers want to give their supervisor their best when they are listened to and respected. Without fear, their minds can be creative and innovative.
When managers are willing to accommodate special requests and it doesn’t interfere with product or service delivery, then their employees will be sure to give back their best in return. Giving away power only increases a manager’s power.
Now, I am not talking about being a total pushover and only advocating for what employees want. As a manager, you have a two-fold job
Copied with permission from: http://plrplr.com/74651/empowered-leadership/
0 Comments
COMMENT
------------------
We love to hear from you, make use of the comment field after every post and drop your comments. Also tick the box in the comments area to get notified via your email for the replies on your comments. Thanks
DISCLAIMER:
*Comments on this Web are NOT posted by Tundegold.
*Readers are SOLELY responsible for the comments they post.
*Also, where necessary, all posts are duly referenced.Thank you.
COPYRIGHT WARNING!
We work really hard and put a lot of effort and resources into our content, providing our readers with plagiarism-free articles, original and high-quality texts.
Contents on this website may not be copied, republished, reproduced, redistributed either in whole or in part without due permission or acknowledgement. Proper acknowledgement include, but not limited to (a) Proper referencing in the case of usage in research, magazine, brochure, or academic purposes, (b)"FAIR USE" in the case of re-publication on online media.
About possible consequences you can read here:What are the consequences of copyright infringement?
Tundegold is a property of Grandunicorn Limited and we have all legal actions at our disposal to take within and outside the internet in effort to protect our intellectual properties. All contents are protected by the Digital Millennium Copyright Act 1996 (DMCA).