Jurassic Style Leadership Should Be Extinct, Is It?

As we move into a new year with an array of thoughts and feelings we wish to ensure that all business entities are leaving the negatives behind and are embracing the possibilities that exist in the future.  It should become clear to all that are engaged in the business of people that unless the staff feel as if they belong; unless they feel a part of the organization, the goals set out cannot, and will not be achieved.

The environment must be set by the leaders. Too often we assume that people should be thankful that they have a job, and this thankfulness would translate into excellence in attitude and performance. The reality is NO! people by and large do appreciate the job, but more importantly, they need to feel respected by the leadership directly above them. If they don't, they tend to judge the entire leadership of the organization as uncaring. The end result, low to no commitment, poor attitudes, and the list goes on.

The question is then, how do we get rig of the dinosaurs. They are creating a serious stink! First of all we must become aware of the traits of these destructive leaders. These leaders are extremely good at saying the right things in public settings, like general staff meetings, giving an annual report to the board, president, or senior vice president. However, immediately after the meeting they quickly revert back to a style of leadership that thrives on dividing and intimidating team members.

These leaders (managers) really have little interest in the organization changing and transforming itself. They have established a system within the system that serves their own selfish goals and objectives. Yet amazingly these individuals seem to have the capacity to pull the wool over top leadership, thus consolidating their power. This then allows them to control subordinates to the point where they feel hopeless, frustrated, and disconnected from the organizations goals.

The end result is lack of commitment, lack of productivity and poor customer service. Most managers today still seem to operate like managers in the seventies. What they need to know is that business is moving at the speed of light today, and as a result of that many business find themselves dragging a broken anchor into the future that impedes their progress. Here are some of the broken anchors;

• High level of lateness or calling in sick
• High levels of theft
• No clear system of addressing employees grieves
• Threats being used as motivation
• Zero participation in department meetings
• Not having any meetings at all
• Failure to encourage and praise staff

Does your organization have the gumption, the will to challenge this monster?