Leadership Solutions Blog
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Distrust of your ability to lead your employees creates an environment that encourages de-facto leaders to emerge from your employee group. Employees are often grateful for the emergence of the de-facto leader. That employee can have the attention of your employees and a level of power that overtly or covertly usurps (or supports) your capacity to lead. A de-facto leader may have information that leadership needs to make change processes truly successful. Unknown to leadership, the de facto leaders provided employment-sustaining supports to coworkers and in effect kept the organization operating smoothly. When leadership was made aware of the mathematical deficits within the shop, short-term and focused tutoring was made available to employees who wanted the supports. Enhance your power to lead your employees. Ask questions, stay in touch with your employees. Leave no niche available for the de-facto leader to diminish or take away the strength of your leadership. When a de-facto leader begins to emerge from the employee group, recognize the employee’s desire to impact the workgroup by enlisting the employee’s support. Support the employee’s desire to make an impact. Lead, or your de-facto leader will. Thanks for reading my blogs. While you’re here, schedule a no-cost telephone Consultation to discuss your leadership development needs. Click here to schedule your confidential appointment.
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