“When leaders engage, they inspire the uniqueness each person brings to work. When employees are engaged, they're exceptional performers.”
Ilene Wasserman

Power Struggles

Over the past 15 years of leading change in the workplace we have listened to the frustrations of many a great leader.  At times I have had classrooms of employees that love what they do but can’t stand the “politics” taking place in their organization. The “politics” that employees vent about usually refers to interpersonal relationships involving authority or power, or the methods and tactics used to formulate and apply policy.

When self-interests take the front seat and the organization’s mission and core values take the backseat much tension arises, causing a decrease in trust and workplace morale. A drama begins to brew just below the surface and individuals begin to take sides as if they need to compete for survival. Employees begin to focus on the fight to be right instead of the common vision and shared values they once embraced.

These experiences leave people deeply wounded and disappointed especially when they have shown loyalty and dedication to an organization for several years. When self-interests are put aside and loyalty to a common vision and core values come to the forefront, synergy can occur and once again your team can get back to producing excellent results.

“Set the tone at the top.”

Everything starts at the top. Leadership sets the tone.   If executive leadership decides they are in just as much need of professional development as employees and willing to make necessary changes, the team will follow whole heartedly! 
Your executive leadership team will establish a sense of trust and integrity by putting individual opinions aside and listening to the needs and values of the organization as a whole.

As a common vision is established and core values are embraced, the entire organization will catch on and workplace productivity will soar to heights never reached before.  This series starts off with a 360 evaluation, allowing each executive level supervisor to gain an accurate assessment of her/his leadership skill set.

Browning & Associates, LLC. © 2011