Hello Steemians! Hope you are all doing good. Welcome to yet another article in Effective Leadership Series. Before starting with the article, I would like to say that this will be the last article in Effective Leadership series. I will definitely continue to write other management related topics. In our previous article, we saw about Military Leadership Model. We had lots of valuable lessons to take from Military leadership model. In this article, we will see about Collegiate Leadership Model which is becoming very famous recently. It is a leadership model that is used by most of the companies and has been very successful as it promotes unity and motivation for the staff members in an organization.
This is an ideology becoming very popular recently. Reason being, a collective mind is very powerful than a single mind. In this collective leadership, decisions are made based on the interactions with various teams and groups and even individual staff members. Opinions from various people are heard and a collective decision is made. This will not only make the leadership approach more flexible but it will also provide an effective approach. A shared environment is created where the collaboration of ideas happen and every team is consulted before making a decision.
Even in smaller organizations the expectation and the expertise required have been broadened widely. It is not a single individual anymore governing the team and making important decisions. Every individual in the team is given equal importance and they are given right opportunities at the right time. If there is a meeting going on at the management level, a normal individual who is an expert in that particular topic is also invited to share their views and ideas. It is the role of a leader to facilitate such healthy conversations.
During a collegiate leadership, there is a high possibility for a dispute to arise. During a discussion among the colleagues, there can be a serious disagreement. In such situations, a leader should jump in to check what the issue is all about and try to make the conversation smoother. A leader should also not lose temper during such situations. Even if the conversation is more provoking a leader should look for possibilities to smoothen the conversation. It is not just completely in the hands of a leader to control the situation. A team member should also do a self-evaluation during a conversation to check the anger levels and calm down if things are not going right. They should also feel less distressed.
A leader can organize collective meetings where every member of the team should be able to share their views on the topic of discussion. During such meetings, all the types of team members will participate which includes leaders, a new joiner, senior member etc. Every individual in the meeting should be given equal opportunity to share their opinion. Respect should always be given to the expertise and not for a ranking or seniority. If seniority is given more weight in the meeting, it may not end up productive. During team meetings, all the staff members should discuss forgetting internal conflicts inside the team. This will only make the team achieve the objectives defined. One person's knowledge can be benefiting the whole team and can even make the job easier for others.
Disagreements are always there at any level. It is not always a problem at the team level. Even managers and partners undergo disagreements at times. During difficult situations, a leader should involve themselves in the depth of the issue to analyze and provide a solution. This analyzing part should be done in a calm manner. As a leader when you come across an issue, the first thing is to break down the issue into multiple steps. This will include some of the following:
- Understanding the issue.
- Analyzing the impact.
- Identifying the cause of the issue.
- Looking for options to fix the issue.
- Taking steps to overcome such issues in future.
The above are some of the common steps when there is an issue encountered inside a team or between different staff members. The issue should be handled in a very sensitive manner as it could even become an emotional problem at times. If the issue is between two members of the same team, a leader should make sure it is solved and made smoother. If one of the parties or even both stays intransigent, the leader should either make one person leave the team or even both the person leave the team if they can be a potential threat to the other staff members in the team.
Seeking the best outcome
If a manager or leader identifies a problem between two parties or two staff members in a team, the first basic thing a leader should do is to not take sides. Opinion or argument from both the sides should be valued. The ultimate solution given by the leader should benefit both the company as well as the staff members who had conflicts. A leader should not involve other staff members from the team to handle the issue. It is good to keep the issue as a private conversation by not disclosing with the team until a solution arrives. Even after a solution arrives, the information can be disclosed to the other team members only if it becomes necessary.
Hope you had an interesting read. Share your views on this topic in the comments section. As mentioned above, this article will be my final article in Effective Leadership series. I will soon start a new series on a different management topic.