Changing Dynamics of Leadership
The question was asked,
in my opinion what percentage of solutions (0 - 100 percent) actually come from
top.
Personally, I believe that only 20 percent of solutions suggested come
from the top. Most, if not all solutions come from the bottom. Why do I believe
this you might ask? Because top managers/executives know very little about the
day-to-day processes/procedures performed within the organization; and, what
they do know usually comes from the bottom. Therefore, I believe that only
those who know and understand the day-to-day processes/procedures (bottom
employees) can build and create strategies to improve them. Thus, I believe
that it is important for top management to listen and seek out information from
bottom employees. By creating a dynamic flow of information (shifting from
top-down to bottom-up) top management can gain insight on the day-to-day
processes performed by bottom employee and bottom employees can provide top management
with viable information on those processes; reporting to top management what processes
are working and what processes are not. Because bottom employees know and
understand the day-to-day processes/procedures, they are more likely to suggest
alternatives in order to make those processes/procedures more efficient.
Over the years, more and more organizations are being impacted by this
dynamic shift in leadership. The transitioning from top-down to bottom-up occurred
as result of the stress and strains faced by top management. What we witness is
top management clinging onto certainties and comforts of oligarchy while refusing
to face the uncomfortable, uncertain realities of polyarchy. As top management begins
to accept the natural flow towards polyarchy, structures become more fluid and
traditional boundaries began to dwindle. This in turn creates a more dynamic
flow of information, allowing transparency to be obtained within the
organization. Once transparency has been obtained, top management can began focusing
on meeting the needs of bottom employees rather than micromanaging them.
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