Questions on Management and Leadership

Extract

[...] Professional Development Harvard DCE. https://professional.dce.harvard.edu/blog/strategic-leadership/ Tannen, D. (2019, October 15). The Power of Talk: Who Gets Heard and Why. Harvard Business Review. https://hbr.org/1995/09/the-power-of-talk-who-gets-heard-and-why In what ways do you think holacracy aligns with the concept of empowerment in the workplace? How does it encourage employees to take ownership of their tasks and responsibilities? Traditional work organization is no longer adapted to today's large companies. Vertical hierarchies create not only power struggles, but also cumbersome decision-making processes that frustrate employees. What's more, all it takes is an obsolete management style to produce infantilized workers with no sense of responsibility or autonomy, leading not only to disengagement due to a loss of meaning, but also to conflict. [...]

[...] Six impacts are observed, on both employees and the company. In addition, the transformational leader modifies hierarchical relationships by ensuring that everyone, in his or her own way, participates in discussions, takes part in decisions and contributes to the company's progress. This empowering leadership fosters autonomy, encourages self-development and gives employees an active role through the virtuous concept of empowerment. This style of leadership has been shown to have a positive impact on organizations, particularly in terms of the psychological well-being of employees, managers and executives alike. [...]

[...] So, any structure can move towards this new agile, resilient and transparent management style, based on collective intelligence and shared leadership. Holacracy is intended to offer a number of advantages to companies, including : Agility: Holacracy offers companies great flexibility (its governance is scalable), enabling them to adapt quickly to change, Responsibility and autonomy: Employees are encouraged to make decisions and take responsibility for their work, which helps to develop commitment to the workplace, Transparency and communication: Holacracy encourages clear and transparent communication, improving collaboration, Clarity of roles and responsibilities: Teams better understand their roles and responsibilities thanks to a clear structure of decision-making circles and processes, Culture of trust: Holacracy can create a culture of trust by enabling employees to work together to achieve common goals. [...]

[...] By putting these strategies into practice, managers can not only strengthen the bonds with their teams, but also make a significant contribution to the company's overall success. Herrity, J. (2023) Ways To Build Strong Relationships in the Workplace. Indeed.com. https://www.indeed.com/career-advice/career-development/how-to-build-relationships Kasireddy, H. (2023) Ways Managers Can Build Relationships That Matter with Their Team Members. WSU Online MBA. https://onlinemba.wsu.edu/blog/5-ways-managers-can-build-relationships-that-matter-with-their-team-members/ Staff, L. E. (2023). Building Relationship Skills at Work. CCL. [...]

[...] Trust is hard to earn, but easy to lose, so it must be constantly nurtured Conflict management: Leaders must be skilled at managing conflict. Disputes can arise in any workplace, but it's essential to deal with them constructively. Leaders should encourage open discussion, facilitate conflict resolution and promote mutual understanding Accessibility: Leaders must be accessible to employees. This means being available to answer questions, discuss concerns and provide guidance when needed. A symbolic open door can symbolize this accessibility Adaptability: Each employee is unique, with his or her own needs and motivations. [...]