Tag Archives: participative style

Why You Should Consider a Participative Leadership Style

Throughout my years in the working world, I’ve come into contact with many different leadership styles. Some were extremely open, some were a little more autocratic, and then some where just a complete mess of different styles mixed into one. Throughout all my different experiences, I felt that participative leadership style was one of my favorites, mainly because this leadership style seems to present a lot of benefits not only for the leader but for the employees, as well.

Participative leadership style involves many other people in the decision making process. This style opens up discussion for other participants to voice opinions, suggestions, and concerns. Most importantly, it keeps everyone in the loop. Some noteworthy benefits of this style are:

  • Everyone is given a voice: This style of leadership allows all employees (no matter what role or title) to have a voice and participate in the decision making process. Because they are involved, they will be more accepting of the decisions made because they contributed to it and were also involved in the process so they will not be blindsided by the end result.
  • It gives employees a sense of accountability: employees will know that what they say will matter and could be a vital contribution. With this in mind, employees can make suggestions or voice ideas that will be more results oriented.
  • It increases morale: employees will appreciate the fact that you are not only keeping them in-the-know about a decision or organizational change, but they’ll also be appreciative of the fact that you are including them. This appreciation and gratitude could increase employee morale and create a positive work environment.
  • It can help you learn more about your business: including employees who work in different roles, titles, or business units can allow you to get insight about some of the successes and woes of each area of your business. It can help you ensure that the decision you make will be the best because you will have a better understanding on how it will affect each business unit.

If you don’t currently use this style, I challenge you to try this out with a few of the decisions you need to make in the near future. I’m sure you will be surprised at the feedback you receive from employees. Additionally, it may help you make better choices.
Some Additional Reading:

The Advantages of Participative Leadership

5 Benefits of Participative Leadership

Photo Source

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Managing Gen Y in the Workplace

One of the topics that I’m interested in and passionate about is Gen Y (Millennials) in the workplace. Being a Gen Yer myself, it is interesting to read about some of the qualities that I possess that seem to be the norm. It’s also been interesting to see how my fellow Gen Yers are challenging the current practices and procedures that workplaces have been doing for years. Many companies are starting to realize that Gen Y will be dominating the workplace and have started to restructure in a way that will work well with this generation.  Therefore, today’s post will discuss how to manage Gen Y.

Last month, I wrote a post about what Gen Y wants from an employer. As a refresher, the main points I made were as follows:

  • Gen Y values company culture.
  • Gen Y strives to grow professionally and wants feedback.
  • Gen Y wants workplace options.
  • Gen Y wants an employer that has integrity and makes a social impact.

Although those are only a few off of the long list of qualities that this generation hopes that their employer has, these seem to be the most common. In order for a company to know how to properly manage this generation of workers, they must know and understand these. Additionally, they must find a way to tie them into their restructured management style. Here are some tips on how to manage Gen Y effectively:

  • Show them a connection: Gen Yers know that more often than not, they are bound to leave their employers within the first few years of employment. One of the main reasons they leave is because they do not feel that the company culture (something they value) is aligned with their own personal values. To ensure you are hiring and retaining quality talent, be sure to discuss the culture and what the company has to offer. Ask the candidate what they highly regard and what would be a deal breaker down the line. Determining the connection of company offerings against candidate values can help reduce turn-over in the long run and increase employee engagement if the candidate is hired.

 

  • Set clear rules and expectations: Gen Yers can be extremely self-sufficient and driven; however, gray areas can hinder some of their performance. The best thing a manager can do is to let the employees know what the rules, expectations, and goals are straight out of the gate. Additionally, they should place this information in an area that is easily accessible for employees’ reference.  Having these clearly defined can help the employees know exactly what they can and cannot do, and go from there without second guessing themselves.

 

  • Provide useful feedback on a regular-basis: Receiving regular feedback is not just expected by Gen Y, but it is demanded. This generation of workers is focused on finding solutions and making improvements. In order to get valuable insight and discover resources to do so, they rely heavily on the feedback from their peers, clients, and managers. Making this a routine task of management can prove to have significant benefits for the organization.

 

  • Get your scheduling done ASAP: Gen Y is an expert at multi-tasking. They grew up in the technology era, which makes doing three things simultaneously a breeze. However, they are only able to take on this much work by learning how to schedule things properly. In order to ensure that your employees are keeping up with their abundant workload, be sure to stay on a set schedule for meetings, quotas, goals, and so on. Also, if you need to schedule something that isn’t part of the norm, try to give them a time and date as soon as possible so they can reschedule and plan accordingly.

 

  • Track their performance: This generation wants to know that their efforts and contributions are making a difference. They want work to be meaningful and feel like they’re doing something for a reason. One way to make them feel that way is by keeping track of their performance and incorporating those details into the regular feedback you provide. Gen Y is also goal-driven so be sure to show them how their performance ties in to their career path and goals. If necessary, give them additional mentoring in areas they need to improve. Showing that you are invested in their professional growth will help gain their commitment and trust.

Gen Y can be tricky to manage if you don’t take the time to understand how they think and why they do the things they do. In order to manage this generation effectively, managers must create an open, two-way communication with employees. Participative leadership style may be key in keeping up with them. This can help managers learn what the employees need from them in order to get the best response and performance. Lastly, please listen and try to follow through with any promises you make. Trust me; they’ll hold you to it.

More links on the subject:

Manage Gen Y and Interns.

Managing Gen Y Infograph.

NBC- Managing Gen Y Effectively.

Leadership Development for Gen Y.

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What Employees Really Want from Their Leaders

I noticed that employee engagement and motivation issues have been trending a lot in posts found on my LinkedIn and Twitter feeds. Therefore, I felt that this was a perfect topic to end the workweek with. A few months ago, I had posted a discussion question on the LinkedIn:HR group asking my HR peers to tell me what qualities made a good leader. Not only did they give me some fantastic feedback, but employees also spoke up and let me know what they wanted from their leaders. I thought that sharing this with all of you could potentially spark ideas on how to fix some of your companies’ motivation problems and maybe help find a way to make the workplace better as a whole.

As always, when I think of good leadership, I recall my time working as a customer service representative with CreateSpace (an Amazon.com company). The team leads and office manager were simply amazing and I couldn’t help but respect their leadership skills. Melissa Woodrow, one of the team leads of that department, was kind enough to give me some insight on what qualities made her to be the phenomenal leader that she is today.

“I have been a Lead for quite a while (over 4 years) at a great company. I believe leadership has a lot to do with your personality rather than being taught. Sure, you can ‘learn’ how to handle difficult situations with employees. You can ‘learn’ how to coach employees. But you can’t really fake empathy. And the bottom line is: if you don’t care, employees won’t care for you,” she stated.

Comparing the statement she gave against the comments employees had given me, I’d have to say that they are well aligned. A large portion of employees had said that they wanted a leader to be more personal with them and show that they listened and cared. “The most important thing is earning trust in others. That’s where it all starts. Listen. Show good judgment. Be interested in what they are doing. Have fun,” Woodrow added. Along those lines; Jimmy Ruane, an individual who has grown up in a military family, said he has met some of the most admirable leaders over the years. He informed me that the best leadership quality he has seen was a leader who always puts his people first.

One comment I made in my discussion post had a lot of others chiming in with their whole-hearted agreement. I had declared that a good leader is someone that wants you to do better than they had and wants you to do the things they never could. Too often, especially in this economy, leaders fear their job security by letting other’s outshine them. Other leaders simply let their egos get in the way of mentoring their employees to reach their highest potential. In these situations, it’s no wonder why employees lose motivation. Most employees want to grow in some way or another so if you don’t foster that desire they’ll eventually look for other ways to do so, even to the point of leaving your company.

If you want to be a good leader and want your employees to be more committed, then you need to be invested in them. Jim Sweeney, an employee of Amazon.com, had told me that he feels a sense of loyalty to his company due to the fact that his leader (his department manager) invested in his future. He recently started to go back to school to obtain a Bachelor’s in Computer Science in hopes to pursue a career in Software Development. His leader had already taken time to know this and sincerely thought about how to help. Soon after, she told him she was setting up time each week for him to be mentored by someone in the SD/IT department.

“She (his manager) really showed me that she cared about my professional growth and, in turn, made me want to grow with Amazon. It just validated my feelings about committing to this company long-term,” Sweeney said. That is quite a statement coming from a Gen Yer, a generation that is notoriously known for job hopping every couple years.

Leadership style is also something to consider. Human resources professionals had told me that some of their better leaders had been using the participative leadership style. This style includes the employees in information, brainstorming, and discussion. Employees responded well to this type of style because they felt like their opinions were heard and that they truly were contributing something. Also, this allowed employees to feel more accountable in the success of the company.

Leaders, it’s not always about leading the pack and expecting them to follow. Sometimes you need to be a part of the pack to really understand what they want and need from you. Once you successfully implement that into your leadership strategy, you’ll find that your employees will follow without hesitation.

Links, People, and Companies to follow:
The Right Kind of Employee

Jim Sweeney, Amazon.com employee

CreateSpace

Amazon.com

LinkedIn

A special thanks to my brother/Marketing Extraordinaire, Jeff Perez, for teaching me how to use HTML properly :)

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