The modern workplace is constantly changing. As companies work at seeking innovative results in challenging economic environments, they are using varying methods to enhance their productivity, engage the interest of workers and promote revenue and growth.
The top-down management style is slowly but surely evolving into an executive approach that utilises a more collaborative technique – one that supplants the organisational hierarchy structure with a more egalitarian platform in the workplace.
This collaborative form of communication and management centres on blurring the lines that, in the past, distinctly separated the worker from the boss. A collaborative management style falls more in line with how managers and workers electronically communicate.
Collaboration or working in the cloud has had a pronounced effect on the way managers divvy out tasks and even communicate with clients. Because of the Internet, workers have easier access to their bosses and possess a greater sense of control in communicating with co-workers as well as with all levels of management.
As organisations continue to adopt a culture that advocates open innovation, new styles of leadership will also begin to be seen. The role of management is taking on a new dimension – one that encourages creativity and brainstorming in the workplace.
Crowdsourcing in-house is opening new avenues to prosperity and the opportunity for each employee to take ownership and accountability for his work. When you look at the key differences in styles of traditional and collaborative management, you begin to see why collaboration is a preferred executive style in the workplace today.
For instance, a traditional manager believes that his power comes from a singular type of authority. Therefore, traditional leaders who work in corporate workplaces believe they derive their power from their role of authority. The old school hierarchy frequently bestows power that is fuelled by a person’s longevity in a company. In other words, the longer the manager remains with his organisation, the farther up the ladder he climbs and the more power he possesses as a result.
Power in collaborative leadership emphasises that the power is found in a collective team or staff. By emphasising the importance of participation on all levels, collaborative managers permit results to develop from the best ideas within a group, thereby taking a team approach to brainstorming ideas and solving any workplace difficulties.
Generally, the traditional leader only knows information that is to him. Knowledge and information, from his perspective, is power. Therefore, the traditional leader uses this privilege to only release facts as they are needed. On the other hand, collaborative leaders use open information sharing in their leadership agendas. Obtaining everyone’s thoughts and working on the same page is better for reaching a company’s mission objectives and realising successes when managing projects. When cross-training is involved, more creative approaches can be used to develop plans that raise the bar on the quality and use of a company’s products and services.
Everyone Has a Voice
The collaborative manager allows everyone on his team to have a voice. He is open to ideas and suggestions from his staff and recognises the importance of brainstorming and varying perspectives. This type of technique can bring unique insights into the work environment.
Traditional leaders may occasionally entertain suggestions or may be open to ideas from the team. However, in a top-down hierarchy, decisions are usually generated from the executives. Any of the events that drive a decision are often known by the managers but kept from the rest of the team.
When it comes to problem solving, collaborative managers, again, brainstorm to arrive at a solution while traditional managers deliver their objectives and results to the team. The decisions are made in the boardroom and then approved and passed on to the other employees in a company.
Resource allocation is more proactive when implemented by collaborative leaders too. Team leaders enable their teams to fully use their skills and talents by supplying resources and quickly allocating time. This permits any project to develop more swiftly as the employees in the company have the needed resources to efficiently perform their roles.
On the other hand, the traditional approach is more reactive than proactive. Resources are only supplied when it is deemed necessary or appropriate by the executives in the company. When using this approach, much of the stress of the outcome is placed on the team as any resource information is not as readily allocated as it is when workers collaborate.
One of the ways managers can learn to be more collaborative and adapt themselves to today’s technology is to learn how to collaborate themselves. Management training workshops that underscore the collaborative process enable learners to share ideas and come up with solutions in class in the same way they would on the job. Curriculums also allow students to see how they can prevent the roadblocks that can prevent their staff from performing creatively.
How do you stand out and become more influential in your company? Often workshops will answer this question for you in one of a number of simplified ways. Do you want to enhance employee interaction and retention? Then you need to know how to collaborate as a manager and leader in your company. Today’s technologies are better suited to managerial skills that advocate collaboration over traditional management styles.
Enhancing Employee Engagement
In today’s workplace, you need to develop a mind-set that will enhance your innovative skills and help you create programmes that will spur on the formation of new initiatives. This type of curriculum will help you provide better opportunities for your employees so they can implement ideas of their own as well. You can lessen performance issues by enhancing employee engagement and leadership skills.
Some areas covered in this kind of training include customisation of your management style, working in the cloud and creating a corporate culture that promotes employee involvement. Embracing social media in order to invigorate discussions, information and recommendations is also relevant. You will even discover how to improve accountability among your team. Everyone has ownership of their actions when you are working in this way.