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The Leadership Deficit- What is the actual problem?

The Leadership Deficit- What is the actual problem?


John Kotter first coined leadership deficit as a single leadership term in the 1990s. For an individual, a leadership deficit occurs when negative behaviors (those that detract you from effective leadership) exceed positive behaviors (those that promote or display effective leadership).

For instance, you can have the eloquence of Barack Obama (a very positive behavior), but if the rest of your performance is terrible, you’ve got a leadership deficit. There is a myriad of characteristics attributed to great leaders in the world. We decided to choose and treat five that are critical for everyone seeking to lead. Not fully appreciating or understanding the ramifications of not following these ideals can lead to a severe leadership deficit.

This is the major hitch the world is facing at the moment. Leaders across the globe display a giant hole of leadership deficit in their everyday dealings. How do you rate, and what is your current misery index? This excellent piece aims to point out the several areas where most leaders are lagging in discharging their stipulated duties and roles adequately.


Indeed, a reliable theory can pass a test of time and uncertainties. However, if we look back in history, we may learn those leadership theories are impractical. There may be many explanations for this, but one reason could be a lack of a solid understanding of the essence of leadership. What does it mean to be a leader? Leadership is nothing but a means to fulfill a national interest. The fundamentals of leadership have lost somewhere and been subjected to petty national interests. Nowadays, nations spend a chunk of time and money to amend historical mistakes than future development. When the past outweighs the future, leadership misses its essential meaning.


Some leadership authors gallop freely and come up with whatever their mind dictates them. Leadership is not a game of the mind or a game that begins with a thought and ends with a word. It is not a belief, either. It is the most practical field and far beyond religious, political, or ideological concepts. Unfortunately, our current leadership practices are entangled religiously, politically, and ideologically.

WE ARE ALL LEADERS

leadership deficit


Everyone is a leader. If one examines their life’s routines, it becomes accessible to segment when leadership was part of the activity—raising children? You’re a leader. Do you sometimes offer a helping hand to others in your workplace? You’re performing an essential role of a leader. Have you ever taken on or managed a job assignment in a technical or social setting? You were, after all, in control.

The key idea is to think of yourself as a leader if you’re doing something that allows you to use your leadership skills. Raise your antenna to pick up on those leadership opportunities. Strive to improve your skills regularly, and you might find yourself in that position permanently. People’s results measure our tolerance level. Consider the worst performer if you’re in control. Do you remember the name and face? So, let me kindly break the news to you; You decide how much of that person’s output you’re willing to put up with. Here are some instances: An employee arrives late daily.

A worker fails to submit their job by the agreed-upon deadline. One of the employees has a long history of being absent. Another employee has a habit of getting into personal fights with colleagues. If any of these examples happen and we take no corrective action, it’s what we are willing to tolerate. The worrying thing is that if we support this standard of efficiency, the chances are that other employees will copy it, and we’ll soon have a department in disarray.


ORGANIZATIONAL SUCCESS IS AKIN ON GOOD LEADERSHIP DISPLAY

leadership deficit


Leadership is where the rubber meets the road. Good or bad leadership practices in some way cause every good or bad event within the workplace, the political arena, or in a global context. Thus, great organizations will typically be lead by great leaders, while needy performing organizations tend to be lead by weak leaders. In a nutshell, the failure of an organization is the direct proportion of the depth of leadership deficit in such an organization.

What do you think of your place of work? Is there a large gap of leadership deficit? Or are the leadership waters circulating in the company having a positive effect? Since it takes effective leadership to get the job done right, your development prospects are limitless if you approach your work obligations from the perspective of an effective leader. Yes, vital employees will cover a weak leader on a few occasions, but this is unusual and not typical of most workplace circumstances. Change your life for the better by becoming a leader cutting down your leadership deficits.


REDUCE YOUR LEADERSHIP DEFICIT BY LEARNING

leadership deficit


Leaders understand that learning is a core requirement for creating a successful enterprise. While many will say knowledge is power, intelligence is just a source of potential influence. It’s the implementation of that knowledge that creates the kinetic energy produced by an action. Great leaders actively push their subordinates to expand their knowledge base and then apply what they’ve learned in the workplace.

And the greater the potential for corporate prosperity, the more new information is used. If you’re in charge, but the challenge in front of everyone who works for you. Never allow complacency to creep into the workplace. This allows for the emergence of mediocrity, which is the quickest way to fail.

PRIORITIZE YOUR INTEGRITY

leadership deficit


Integrity is the prerequisite for developing a strong leadership base. If one lacks integrity, they lack the “guts” to do the things that must be done to grow their career, the organization, and those under their charge. We must be conscientious, reliable, and trustable; we must have a good moral character, and our decisions must be coherent. Never sacrifice the right thing for the wrong purpose. Make a promise and keep it. When some can take the easy way out, living with dignity necessitates a brave stance.


LEADERSHIP START FROM WITHIN YOU

leadership deficit


The economic downturn will affect leadership, whether overtly or covertly, on your industry, competition, area, and country. What is the reason for this? Since leadership is everywhere. It can be seen all around us. It is vital. Despite this, it appears to be underserved, undervalued, and under-resourced. Do you want proof?

  • 75 percent of business leaders listed developing or exploiting leadership potential as their top priority, according to Development Dimensions International’s Global Leadership Forecast 2008/09 (1), based on research of 1493 human resource practitioners and 12,208 business leaders from 76 countries:
  • Only a 41percent of company leaders are pleased with the assistance they receive in developing leadership skills.
  • Creating a reliable supply of quality leaders is one of the most pressing needs within organizations.
  • Leadership and interpersonal skills are the most common skill gaps in organizations.
  • Leadership is a bucket that keeps leaking. All organizations, large and small, would need to replace leaders at some point, from the family to a local sports team to the legislature to the boardroom of a major global corporation. This is due to a combination of necessity and attrition. From the information above, there is a pervasive problem or, in a more positive tone, there is an opportunity – an opportunity to address this chronic shortcoming. How? Start with yourself. Leadership starts from within.


CONCLUSION


In today’s society, there is a vast void of great leaders in every sector. It makes me sad to write that comment, but my observations of what is going on in the world confirm it. My encouragement to you is to study the rudiments of leading others so you can be the best at carrying out that important task and become the shining example others strive to emulate. Then, keep yourself and those who may have an impact on your life to the highest standards of leadership. There should be no room for unethical acts or leaders that serve their interests. Leadership is fundamentally about a desire to help others. I hope you are a willing servant!


Leadership suffers the inadequacy of reliable theories. The existing leadership theories, as many may argue, do not lead to accurate leadership practice. Usually, an idea should serve as a roadmap to guide our actions and adapt to new challenges. The theory is paperwork, while practice is a practical walk. There is a famous saying in leadership, “think the talk, talk the talk, and walk the talk.” Metaphorically, this saying may help us how to materialize a thought into practice.


Leadership is not a word, but two action words: discovery and service. Discovery and service are action words that a student of leadership should wonder about before jumping to act as a leader. Discovery is the most excellent leadership adventure towards the truest and limitless nature of your inherent leader. It is a personal journey within oneself to explore and understand what lies within.

It might take several years, and thus commitment and unwavering patience and confidence are indispensable, whereas service is a byproduct of successful potential discovery. When the leader within you exploded, service comes quite naturally. Service is like a reaped fruit available to the world irrespective of race, religion, nationality, or ideology.

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Project Management Skills and Sacred Cows

Project Management Skills and Sacred Cows

Expect the best, plan for the worst, and prepare to be surprised.

Seemingly great projects sometimes come crashing to earth in swirling clouds of acrimony while giant sloppy beads of sweat trickle off the end of your nose. This washes away the remaining tendrils of your career quickly. The project postmortems focus on the unbearable complexity of theories used in past projects. Those filthy client files and fifty-year-old data dictionaries polluted with addresses scooped out of a random letter generator.

They also sometimes focus attention on the general recalcitrance of end-users to recognize the value in any idea they didn’t think of themselves twenty years ago. Most of us have been wired to believe that only the sacred cow project management skills and tools are needed to succeed in project management. It’s not that the devices are unimportant or that the systems don’t work, but the sacred cow project management mentality is not always true. However, the methods and the software only make the job easier; they aren’t the only elements of success.

Skills Of Top Project Managers

Here I’m going to explain the Skills Of Top Project Managers:

Attention To Project Goals

 PROJECT MANAGEMENT SKILL

It’s easy to get caught up in the specifics and the technologies in many types of projects, particularly technology projects, and lose sight of the business goals. The sacred cow project management team and project emphasis turn away from solving the business problem and toward a technology target, such as developing an XYZ device.

When this occurs, the resulting device will not fulfill all of the company’s requirements. The project manager and the team need to clearly understand the business goals before detailed planning and work. Then, the project manager needs to remind his squad regularly about the goals and how the project work relates to those goals.


Delegate Duties Appropriately

 PROJECT MANAGEMENT SKILL

It’s no surprise that attention to detail is the most frequently mentioned project management skill. Hundreds of thousands of tiny pieces must be attended to at the right time and in the proper manner in the course of any project of any scale. As a result, senior managers should not be in charge of programs. They’re supposed to concentrate on the larger picture rather than the details.

The project manager must remind or challenge the team about the details of the projects they are working on, not to handle every detail. The general belief of a sacred cow project management skill confuses a lot of project managers. They always want to do it all alone while on a project rather than delegate responsibilities.

Team Communication and Coordination

 PROJECT MANAGEMENT SKILL

The project is planned and executed in the day-to-day, week-to-week grunt work of the team. And the project manager is in charge of making it all happen by working closely with the team; a few of the sacred cow project management skills are communication. And the arrangement of their tasks, their interdependencies, the time required to complete the activities, problems that must be addressed, and so on. The project’s management relies heavily on daily contact and planning. It necessitates good planning, as well as interpersonal and verbal communication skills.

Make A Regular Report on Progress

 PROJECT MANAGEMENT SKILL

Since challenges and barricades must be dealt with regularly, significant problem solving is an essential sacred cow project management skill. In most business ventures, this typically entails identifying the individuals outside of the team. The project manager or team must collaborate and take the necessary steps to bring them on board. All available resources must be drafted to communicate and make a regular report to the organization’s management.

This skill set often entails reporting to management daily on the project’s progress and any problems affecting work performance, schedule, or budget, among other things. It necessitates outstanding interpersonal and verbal communication skills, as well as good written communication skills.

Customer Relationship Management

 PROJECT MANAGEMENT SKILL

In business projects, the project manager must maintain a good working relationship with the customer, whether external or internal. Managing customer demand is an integral part of this – not in a misleading way, but in a straightforward and accessible manner. The customer needs to know what is realistic in developing the product and what is not. The customers always like to be kept informed about how the project is going and whether you, as the project manager, are responding to issues in the most effective way.

Communicating with management about project problems and whether the client is satisfied and quiet or frustrated and likely to worsen is an integral part of managing the customer relationship. This area of performance, like many other skills, negates the sacred cow project management mentality. It entails monitoring consumer complaints, and they must be managed to the customer’s satisfaction.

Bottom-Line: There are many skills a project manager must-have, but if they do these five well, their probability of success with most projects will be very high. Intending project managers should not come with a sacred cow project management skill mindset to reach the summit in the field.
Modern-Day Businesses Can’t Survive Without Project Management.
“In teamwork, silence isn’t golden; it is simply deadly….”


Project Management is one of the essential skills required in business today. The reality of business is that the environment, requirements, and customer demands are constantly changing. The business structures, processes, and organizational designs are not built for change; they are made for stability.

The focus is on repeatability and predictability, doing the same thing over and over, meeting service level agreements, and managing risk. This works well when dealing with day-to-day operations but not so well for implementing new technology. Meeting the requirements of new legislation or developing an entirely new product requires extra effort. This is where the sacred cow project management must be eschewed, while the typical organizational structure is built for stable projects designed for change.

Project management processes may be a regular thing for you, and each project must still be treated as unique as possible from start to finish. Only the expertise end experience touch will make the difference in final delivery.


The following are some of the most critical elements of project management:

Here I’m going to explain The following are some of the most critical elements of project management:

Defining The End State Or Deliverable

If you don’t know where you are going, getting there will be nearly impossible. A clear goal must be set for each project. This should include a detailed map of how the organization will work till the project is completed. The expected results and tangible differences are expected. Projects are never executed from any sacred cow project management skills.

Understanding Resources Requirements

Projects are an investment; staff, facilities, and financial support will be required to make them happen. For a decision to be made, the total cost of the project must be considered. This must also include factors such as additional costs and opportunity costs.

Obtain Approval

Projects by definition will often have an impact across an organization. How things are done will change, but they can also affect the day-to-day business during implementation. For a project to be successful, approval and buy-in are critical. A clear statement of the impact is an essential consideration in obtaining authorization. No sacred cow project management belief will be accepted except following the standard protocols.

Detailed Scheduling and Planning

“No plan withstands the first contact with the enemy” is a well-known quote attributed to Helmuth von Moltke, a famous Prussian military strategist. But contrary to popular belief, the selection is not ‘anti-planning.’ It is, in fact, pro-planning.

The point von Moltke was making was that planning was essential but that events do not happen as predicted in reality. Still, it is the planning that creates the ability to anticipate and react to situations as they occur. In a sacred cow project management world, detailed scheduling and planning are never critical and essential. The idea that a plan is only a possibility and constantly assessing and re-planning is a fact of everyday life.

Getting The Work Done

This is where the magic happens. Ideas, budgets, schedules, and people come together to make things happen. Work is allocated and teams formed, detailed budgets and estimates are agreed upon. Then, reality hits, tasks take longer and cost more, and team members and stakeholders have different opinions. They argue and blame each other, unexpected events occur, and minds get changed. Work organization, communication, risk management, and problem-solving are the critical skills required here to believe in the sacred cow project management theories.

Conclusion

“Trying to manage a project without project management skills is like playing a football match without a game plan….”

Like the proverbial sacred cow, project management has some basic skills required to achieve success in your project management journey. In addition to these skills, several tools are scattered around the world on how to achieve absolute success in project management. However, one must not be dogmatic in the utilization of these skills and tools. No matter how prepared and ready you may seem before any project; you still need to face the reality of executing the project before you can pride yourself on the experience therein.

Do not get the logic wrong; you must plan for every project like they are equally essential but be prepared to meet new challenges and be open to everyday learning on your way to becoming one of the most sought-after project managers of all time. Change is unavoidable at times. What needs to be kept in mind is that the modifications do not have unintended effects. Since everything is connected, all the products and improvements required in project documents and plans should be modified in systemic ways.

A change management framework that is incorporated can ensure this systematic change on all the documents/plans. Document changes are made only when a review board approves the change requests with sufficient authority.

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7 Ways to leading Diversity in your Organization

7 Ways to leading Diversity in your Organization

Due to technology, communicating worldwide has become so easy and feasible. We now see people working online in a company from home, which is miles away. Different people from different communities work together in one place, so diversity has become common in workplaces.

However, with diversity comes to its advantages and its problems. Managing a diverse staff can bring up communication problems. It can become a handful of tasks for the leader. This article will learn 7 Ways to leading diversity in your Organization by following 7 simple steps!

Develop Self Awareness to Lead Diversity

As a leader, you must embrace the change in your organization. To develop self-awareness about diversity, you need to start embracing diversity. As a leader who is leading diversity, you must understand what diversity means. In your organization, you will find different and diverse cultures.

You will find people from different backgrounds. People who speak other languages and practice different religions. As a leader, your job is to make sure that all your colleagues and your employees feel safe about their beliefs and cultures. Everyone should think that the organization is a safe place where nobody is judged.

Build Effective Communication and Lead Diversity

leading diversity

You are a leader who is leading diversity in your workplace. Your primary job will be to build effective communication between your teammates. How can you do that? As a leader, it is essential that you accept the different backgrounds of your teammates and do not make them comfortable.

It would help if you made sure that the other team members are acceptable for the change. To make everyone more comfortable around each other, you can introduce weekly team-building exercises in which everyone gets to know everyone a little better.

Celebrate the Differences in your Team

When you celebrate differences in your team, you not only create effective communication amongst your team, but you allow yourself and your colleagues to have better exposure. Let’s assume you have a team that consists of people from different religious backgrounds. You make it a point to wish them on their festivals.

You can ask them to educate everyone about the essence of the festival they will be celebrating at home. Your teammates will not only feel special, but they will also start to believe that they have become a part of your community.

When employees feel secure in a place, they become emotionally attached, and their performance increases. Leading diversity will bring in more loyal employees!
Diversity Leading To Creativity

Imagine you have a team of ten people, and all these people are from the same city, have the same educational background, and have the same experiences. On the other hand, you have a team of ten people, who are from different cities, two of them have an entirely different culture from the others. This means that they have completely different experiences. Which team do you think can be more creative?

Yes, the second one. Because in the second team, people are from diverse backgrounds, they may have different things to offer. Together they can be more creative if they are mentored properly. The teams with the same kind of people are bound to be more cohesive, so their creativity is limited because nobody has anything new to offer. Leading diversity can bring creativity to the group.


Avoid In-groups When Leading Diversity

When leading diversity, a leader should be cautious about one thing, i.e., they should make sure that no groups are being formed in the organization. You will often see that an organization has employees from different backgrounds, but you will also see that these people may have formed groups. For, e.g., you will see people from one community having lunch together at one table while the others sit separately. This is a red flag.

Such a situation calls for serious action to be taken. All the employees must mingle with each other and have a good relationship. What is the point of having a diverse environment when employees cannot make the best out of it?

Reward Inclusion

leading diversity

The reward is one way to motivate behavior. You can use this kind of positive reinforcement to create a positive culture in your organization. When you see an employee making an extra effort to interact or communicate with someone with a different background in the organization, you start appreciating them in front of other employees. This is simple trick leaders use to create a culture in their companies.

When you want a specific behavior to be followed, you start awarding the behavior. You will soon see that everyone will quickly begin to leading diversity in your organization!

Listen to Your Employees When Leading Diversity

Even in an organization where you are not leading diversity, you should always listen to your employees. But especially in a company where there are people from different backgrounds, you should especially make sure to be there for them. You can convey the message to them that you are here if they are experiencing a problem as a leader. Not only should you listen, but you should solve their problems too.

Recruit Open-Minded People

leading diversity

If you want a healthy, diverse culture in your organization, you need to recruit people who have an open mind towards diversity. You will often see that people have a problem with other people’s ethnicity, race, age, and even sex! The key to run a diverse culture in your organization is to avoid having people who have negative thoughts about other people’s beliefs and backgrounds.

You can consistently recruit people who are open to diversity and have positive behavior towards other people. Who treat humans like humans and do not spread any negativity around. You will see that the overall environment in your office space will improve and become more healthy!

Are you in favor of having a diverse culture in office places? Or do you think leading diversity is a difficult task?

The black sheep community and leading diversity contact us.

Bridge Leadership: How Can Leaders Be a Bridge Between Their Employees?

Bridge Leadership: How Can Leaders Be a Bridge Between Their Employees?

Bridge Leadership is the kind of leadership that promotes the interests of stakeholders while addressing societal problems. When you collaborate with the organization and address the environmental factors, you are leading bridge leadership.

To help you be successful in bride leadership and, most importantly, understand the concept of bride leadership, we have listed down some easy steps that you can follow!

We hope that they can be helpful in your journey to be a leader.

Be a good coach

Bridge Leadership

One of your primary responsibilities is to coach your team and help them understand the importance of being environmentally friendly. For you to be successful in your mission, you must have true believers. Someone who does not believe in saving the environment will not be able to work enthusiastically towards fixing it.

As a coach, you have to inspire your team to take the initiative and achieve the primary goal. You need to treat your team the way you want to be treated and be honest to them. Give them credit when you think they deserve it. You will see that you will motivate them.

Another way to motivate your team is to take advantage of their performance reviews. You can appreciate people who have been performing well and take this opportunity to uplift the spirits of people who have not been performing well. Remember, putting them down in front of everyone is not preferable. Bridge leadership is about leading to a better future of the environment while keeping interested in the organization, and so to achieve this goal, you must have a motivated team.


Be Confident About Your Decisions

Bridge Leadership

Bridge leadership might not bring you results immediately, but you should know you are leading towards a good change and help the environment. In the long run, it will help your organization grow too.

You cannot back off when times seem difficult. In these times, you should be able to take a stand and make the right decision. There is no point in getting afraid. When you make a decision, you have to stick to them. There may come times when you might not see the result leading to the decision you have made. For, e.g., your stakeholders are not happy because your environmental campaigns are not creating the charitable image they hoped they would create.

You should realize that making a difference in the environment is a tremendous job, and expecting immediate results can be frustrating. The key is consistency. So, be confident about your decisions, and you will see that being consistent will bring you products, and in the end, you will not only bring a change in the environment, but you will contribute to the growth of the environment.

Have your Mentor

Bridge Leadership

You’ll realize that your pathway towards bridge leadership has not been easy. You have had hurdles, and in your hard times, you always had someone who helped you or guided you. Your mentor has taught you to be a leader today, and it’s best for you that you do not forget them in your tenure of bridge leadership.

Mentally it is always good to have someone you look up to. When you have an image of a person in your mind, you know what you should do and sometimes what you shouldn’t do. You can learn from other people’s mistakes and teach yourself not to repeat what they did wrong. Moreover, you can have an image in your mind of your mentors. It will guide you even if they are not around. It will keep you focused on your goals.

At times you will see yourself distracted from your primary goals. Your mentor can help you keep getting back when you get lost. All great leaders had mentors, and all great leaders of the future will have mentors. So choose your mentor wisely!

Promote Active Communication

Bridge Leadership

As a bridge leader, you need to realize that you have to work in a two-way communication team. You have to actively welcome opinions from the stakeholders and your team. You will not be able to survive if you are strict about your views. There might be times when you will be correct, but you will have to cater to other people’s beliefs and ideas.

Moreover, having a functional relationship of communication will motivate more creativity in your team. Your team members will start trusting you and build a good relationship with you as a leader and with each other. You will see that you have made a vital mission of saving the environment and leading a change in your organization in no time.

We hope you enjoyed reading about bridge leadership in this article and have understood the importance of having a solid team with a vital mission!

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Delegation and Empowerment: Choose Your Leadership Style

Delegation and Empowerment: Choose Your Leadership Style

Both Delegation and empowerment are different kinds of leadership tools. You may find various leaders taking up one of them to lead their teams. Leaders chose whether they want to delegate or empower, according to the business they are running.

Delegation and empowerment is compelling concept when it comes to leading. When a leader delegates, it means that they give formal instructions to their employees and want them to act as they have been told with a bit of creativity of their own. When leaders empower, they give their employees full liberty to choose their path to do a specific job.

When it comes to Delegation and empowerment, what kind of a leader are you? Do you delegate tasks to your team, or do you motivate and empower them to do the job themselves? Is your team independent enough to be certified, or do they still need Delegation?

Delegation

Delegation and Empowerment
Hand drawing Delegate concept with marker on transparent wipe board isolated on white.

In a team where everyone is new, a leader can train his team members by delegating them. This means that they can transfer the responsibilities to them according to their skills and job descriptions. At times, trusting can be a crucial task because, as a leader, you have to refrain from spoon-feeding your team, but at the same time, you want them to perform a job in a certain way.

We believe that when it comes to Delegation and empowerment, it’s better to delegate a team where you have new members, and with time, it is better to empower them.

Here are some of the advantages of Delegating work:

It gives your teams to develop their skillset and have the ability to learn
To make sure that a team is on the same page from the beginning, the leader must be the one to delegate the task. This way, they will know exactly how to respond to them in the future, even when their leader stops delegating them.

Delegation improves the relationship between the team. It helps avoid any conflict, as all the work is being delegated by someone senior to them.

A healthy one-on-one relationship is built between the leader and the team as everyone reports individually.

Delegation helps in improving time management, being more productive, and increasing the overall efficiency at work.

Despite all the facts that favor Delegation, we might as well look at some cons to make things a little clearer. So, here are some of the disadvantages of Delegation:

  • Delegating a task does not mean that you are not accountable for it anymore. When trusting, you still have to make sure that the job is done correctly and at the right time.
  • Often leaders feel that they have lost control over their work when they delegate tasks to others. This also makes them feel like they can do the job better.
  • Delegating is time-consuming. It requires time to train and mentor other people.

Empowerment

Delegation and Empowerment

When a leader chooses empowerment from Delegation and empowerment, it means that they are given the confidence needed to succeed by their teammates. It can be a company’s culture to empower their employees, leading to creating a more creative and efficient workforce.

It would help if you gave your teammates opportunities to grow themselves, and in this process, you will realize that they become more confident and responsible. Research has shown that employee engagement increases when they are empowered.

Here are a few advantages that will help you understand the concept of empowerment more:

  • You will see that your team members become more motivated and gain more confidence in themselves and you.
  • Empowering employees means that you have stopped spoon-feeding them, giving them greater authority over their work. This means that now they have to become more responsible and be their bosses.
  • Employees become more creative because they do not have to follow orders.

However, empowering can always come at a cost too. Here are a few facts that you should know about before deciding to choose between Delegation and empowerment as a leadership style!

  • You might come across a team member who will abuse their power when given authority. You will see that you’ll have to be extra careful with them and keep an eye out for them.
  • There is a chance of an increase in interpersonal conflict. As everyone likes to work their way and wants more power, they might end up causing misunderstandings between workers.
    As you want your employees to work independently, they must know how to work according to their expectations. And that calls for high training costs!
    Their increase in confidence due to power can lead to them being arrogant.

The black sheep community can provide you more information about Delegation and Empowerment you can contact us

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