Leading in the digital age
by Miki SaxonPost from Leadership Turn Image credit: Henkster
I frequently disagree with Jack and Suzy Welch in their weekly Business Week column, but in The Connected Leader they offer up good insights as to the effect of the internet on leaders, i.e., bosses, in terms of what it can and can’t do as well as what the leader needs to do.
“The Internet…ushers in a whole new level and scope of employee engagement. Leaders should welcome this development, and most do, but it’s a mistake to treat it lightly. Once employees engage you by speaking out, albeit electronically, they expect to hear back. We would suggest that it can be just as damaging for a leader not to respond to feedback as it is not to ask for it at all.”
Well and good, no arguments. And most leader-bosses are trying to embrace this—even when it scares them silly—because if they don’t they can’t hire. That’s right, engagement is high on the list of employee demands and not just by Millennials and if it isn’t there, well, it’s available somewhere else.
But what I’m cheering is this.
“…one aspect of leadership we believe the Internet won’t change because it can’t. Real leaders touch people… They get in their skin, filling their hearts with inspiration, courage, and hope. They share the pain in times of loss and are there to celebrate the wins.”
It’s called face-to-face and it’s where many leader-bosses are not cutting it. I see too many of them who embrace the orderly world of digital communications as a way to avoid messy, in person interactions—but it doesn’t work.
Current and future technology isn’t the answer—shoe leather is.
That’s right, getting out there and talking face-to-face, knowing your people and giving them the opportunity to know the real you. Not now and then when there’s a special message, but regularly.
As to having the time, you do, because if you don’t your retention will sink like a rock as your turnover soars and you get a street rep that says, ‘give up hope all who join this company’.
How do you rally your troops?
Your comments—priceless
June 29th, 2008 at 5:47 am
The real key, internet or not, is to get rid of the top-down command and control approach to managing people that by its nature demeans, disrespects and demotivates employees. Start treating employees with great respect as if they are more important than any boss because they are. And get on with providing them whatever they say they need to do a better job. It is management’s responsibility to provide outstanding support to employees by way of training, tools, parts, material, discipline, information, procedures, technical advice, direction and others. Top-down concentrates only on direction and that is a huge error with people since the very best direction is the very least.
Best regards, Ben
Author “Leading People to be Highly Motivated and Committed”
June 29th, 2008 at 3:30 pm
Hi Ben, I agree that top-down won’t cut it, especially with today’s workforce. However, even under a plan such as Best Buy’s ROWE some type of hierarchal management form still exists.
I don’t think it’s the structure or form that’s the problem, rather it’s MAP (mindset, attitude, philosophy™) and the often massive egos that cause the problems.
Just because one EARNS more doesn’t make one WORTH more!
Thanks for stopping by and adding your thoughts and hope that you’ll be back.
June 30th, 2008 at 3:24 am
Miki,
I agree that a hierarchical form/structure is not the problem and actually there is no way to get rid of that. Somebody must hold responsibility for getting things done and serving customers, owners, etc.
So there has to be a hierarchy, but that does not mean it should include over-direction of the workforce. Under-direction is much preferred and the best error to make if an error must be made.
Massive egos are a problem. The top needs to understand that theirs is a support role only and that the most important people are the workers who produce whatever it is that the company provides to its customers. Bosses must realize that they are suppliers to their customers, the workers, and that only in executing that role to perfection will the company ever be the best it can be.
I like your Lao Tzu quote, by the way. I also like these two.
“The consummate leader cultivates the moral law and strictly adheres to its methods and discipline.
The moral law causes people to be in complete accord with their ruler so that they will follow him regardless of their lives, undismayed by any danger.” Sun Tzu 400-320 BC
And “You Should Value People Most,
Yourself As Leader The Least.”
Mencius 400BC
Best regards, Ben
June 30th, 2008 at 10:00 am
Hi Ben, Micro-managing is a MAP function and generally happens whether that person is managing people or parenting kids.
Heh heh, anyone who finds a solution to the massive egos and rock star mentalities would join the ranks of the world’s richest in short order.
Your quotes are excellent and I’m going to use them for next Sunday’s Quotable Quotes feature.
Thanks!
July 23rd, 2008 at 5:42 pm
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