There are two basic change strategies: Push and Pull. Push is about driving from the top down. Pull is about empowering employees to drive change. Savvy leaders know how to leverage both.
I agree completely. I also want to point out that the illusion of collaboration is one of the most damaging things to morale.
When people think their input is valued but realize it’s not, they stop participating, which is far worse than simply being ignored upfront. It breeds disengagement and apathy. Leaders who truly involve those impacted by the processes can address the root causes of issues, but it does take time and effort.
The downside of a more reactive, push-oriented leadership style is that it often overlooks this deeper involvement, resulting in short-term fixes rather than sustainable solutions. It’s a challenge, but when done right, the benefits are undeniable.
I agree completely. I also want to point out that the illusion of collaboration is one of the most damaging things to morale.
When people think their input is valued but realize it’s not, they stop participating, which is far worse than simply being ignored upfront. It breeds disengagement and apathy. Leaders who truly involve those impacted by the processes can address the root causes of issues, but it does take time and effort.
The downside of a more reactive, push-oriented leadership style is that it often overlooks this deeper involvement, resulting in short-term fixes rather than sustainable solutions. It’s a challenge, but when done right, the benefits are undeniable.
Bette, excellent point about the illusion of collaboration. Pull leadership is servant leadership!