If leaders understand that employees can contribute significantly beyond what they are usually asked to do, then they are able to harness that potential to the benefit of both the employee and organization. However, if there’s no appreciation for each individual’s true capability, employees will become “resources to be managed” rather than individuals to be empowered.
AN OPPORTUNITY
This form of leadership does not need to be overly burdensome; rather, it should be seen as an opportunity to shape and enhance the skills and contributions of others. To do this requires a significant initial investment in leaders to give them the skills they need to capitalize on employees’ capabilities.
These skills include the basics such as communication, goal setting and assessment, but also include areas such as:
- Learning to solicit input and then responding appropriately.
- Coaching effectively, without being either overbearing or superficial.
- Clearly defining accountabilities and making available the resources necessary to deliver those accountabilities in new or unfamiliar situations.
- Demonstrating respect for each individual and the potential they have to make a meaningful difference if given the opportunity to do so.
Working for a great leader can make coming to work more enjoyable, more productive, more satisfying and provide a much greater opportunity to make a significant difference.
Complementary to this, organizations should equip the employees to know how to contribute to their fullest. Employees should know:
- When to speak up
- What to expect when they do take the initiative
- How to do so in a way that is practical and productive
- How to prepare so that their input has the greatest possible impact
When employees are equipped to operate in this fashion, and leaders are equipped to respond appropriately, then the organization is far more likely to realize the full benefit everyone can make.
Most of us have had the opportunity to work for both good and bad leaders. On reflection, we may realize that working for a poor leader typically results in low morale, additional personal stress, less personal productivity and often the desire to look for an alternate place of employment. On the other hand, working for a great leader can make coming to work more enjoyable, more productive, more satisfying and provide a much greater opportunity to make a significant difference.
Clearly, it is of value to all concerned — the firm, its leaders and its employees — to aspire to be a company of great leaders rather than poor ones. Great leaders are those who know how to release the full potential of every employee for the benefit of the firm and are successful in their desire to do so.
