The oligarchy leadership model,
as much as I do not think it is right for most organizations today, may still
prove to be effective for some organizations out there. I do not think that it
is completely redundant and irrelevant yet, as some organizations are farther
along in the process of handing over power and control to their employees and
leaders, rather than a few key people in the organization having it. For
example, an organization with few employees may have an easier time making the
transition from oligarchy to polyarchy than a large organization would because
of the dynamics involved in the process. This does not mean that the oligarchy
leadership models are redundant, it simply means that they have yet to be
phased out become they still may provide some value to the organizations that
currently have them. They may use them because they are not ready for the
transformation in leadership models, or because what they currently have it
still useful and effective.
I am fortunate that I work for an
organization that is making the transformation to the polyarchy leadership
model where employees and lower level leaders have more control and
responsibility of their daily job tasks and routines. However, this poses a
challenge because the organization was not always like this, so there are still
employees who are adapting to this new style of leadership. What this means for
me and other managers is that we are having to bring employees along through
this change because they have been subjected to a certain style for so long,
and in some cases it is quite hard to do.
I do not foresee having to go
back to the old leadership styles in the near future. However, there will be
employees and managers alike that prefer that style over the new one, so it
will be my job to ensure that they see the benefit of the new one and become
accustomed to it. From a strategy standpoint, the old leadership style
certainly makes it easier for leadership to control a situation and establish
expectations because authority and power is very top down. I prefer the new way
as it challenges me and forces me to think outside of the box to motivate
employees, along with empowering them to own their development and success at
work. I also believe the strategies involved with the new leadership model make
employees happier as they feel as if they a part of something bigger because of
their part in the processes at work.
No comments:
Post a Comment