Inclusive leaders ask for opinions and seek input from those affected by an upcoming decision. They encourage team members to voice their concerns and to offer better ways of doing things. Because they understand the connection between listening to others and team member engagement, they are open and receptive to whatever is important to those they lead.
The only feedback I have to offer is; regarding the use of Democratic Leadership, it depends largely on the field. Especially when these decisions (how to meet the metrics) depend on team members' performance. I find mastery, purpose, and/or autonomy (Pink. DRIVE) to be the reason many frontline workers stay in their field.
First, the non-negotiables must be established. In achieving these, managers may have to take more of an Autocratic Leadership approach. Second, in industries, such as retail or research, an environment of collaboration and accountability can empower the team members to do/give their best work.
Before any of this can happen we must ensure we have "the right people on the bus (Collins. GOOD TO GREAT)."
Some very valid points are made here.
The only feedback I have to offer is; regarding the use of Democratic Leadership, it depends largely on the field. Especially when these decisions (how to meet the metrics) depend on team members' performance. I find mastery, purpose, and/or autonomy (Pink. DRIVE) to be the reason many frontline workers stay in their field.
Thanks for your time.
What situation or field might come to mind for you where a majority rule becomes the optimal default method for decision making?
First, the non-negotiables must be established. In achieving these, managers may have to take more of an Autocratic Leadership approach. Second, in industries, such as retail or research, an environment of collaboration and accountability can empower the team members to do/give their best work.
Before any of this can happen we must ensure we have "the right people on the bus (Collins. GOOD TO GREAT)."
Thank you for your time.