Leadership is becoming more and
more dynamic every day. In today’s workforce the role of a leader is much
different than it was a few decades ago, mainly because of the changes
organizations are going through to stay competitive and keep employees
performing at a very high level. I believe the three biggest contributors of
this revolve around change: change in organizational culture, change in industry
competition, and change in the workforce.
Employees expect organizations to
support them in different capacities today, and different motivational factors
have to be used to keep employees performing. The change in the makeup and
structure of the workforce, along with the need to support a healthy culture are
helping to drive this change in leadership. Organizations are becoming diverse
enough that leaders have to formulate strategies to satisfy the needs and wants
of their employees while meeting the goals of the company. In addition, several
industries are becoming competitive, forcing additional responsibilities and
unique roles on leaders today. This places leaders in positions of constant
change within their organizations. My organization is certainly going through
changes like these right now. The retail industry is highly competitive, so
leaders are being tasked to take on larger, more integrated teams, along with
the entire organization going through constant change in processes and
practices.
Leadership dynamics have to be
altered to help facilitate and promote change within organizations. This change
could come in the form of structure and leadership responsibilities, or it
could be in the form of compliance practices for the USDA. Either way, leaders
in any capacity will be tasked to help lead employees through this change, from
the bottom up. In addition, the ideas generated to drive the strategies needed
to help organizations stay competitive will come from lower level employees. This
is because they have the continuity, consistency, and knowledge to drive the
business forward, and do it in a time frame that the organization needs.
Strategy is going to be
absolutely necessary for this change. For example, a change within an
organization could represent something significant for employees, so the
strategy needed for communication, processes, involvement, etc., could be
different than what is was in the past, based on employee culture, tenure, and acceptance
level. The ideas could be generated from the bottom level of the organizations,
but the strategy behind the ideas has to come from the leadership level to be
successful.
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