Participative Leadership

Currently there is a lot of controversy over the benefits that are received when using participative leadership. Both managers and leaders are skeptical about making that step forward and creating new strategies for approaching employees and changing traditional methods for decision making, setting goals, designing plans and so on. The bottom line is that if you want to get the best out of the people that are working for you, you need to treat them as if they are working with you... as partners. It isn't enough to assign tasks with specific instructions and expect them to be accomplished. When employees are given space and the autonomy to take responsibility for goal setting and go about accomplishing tasks using their own expertise, making their own analysis and decisions work is gone better and faster. No this process will not happen overnight, it is a positive transformation that will require genuine and consistent commitment. Five Excellent Reasons Why You Should Be Embracing and Applying It 1.Participative leadership will add real value to employee contributions in the areas of problem solving, decision making, planning and implementation.rn2.Participative leadership meets the strategic goals and needs of any company by supporting each employee in attaining their personal development goals. When you help people develop you create a foundation for sustainable positive change.rn3.Participative leadership is transformational, awakening the inner leader in everyone because it reaches out to their deepest resources, natural ability and expertise to lead. It eliminates barriers and opens doors.rn4.Participative leadership increases results because it increases productivity and offers a satisfactory return on investment. Employees are more loyal and more committed to work towards the goals of the company and contribute to the big picture the company has.rn5.Participative leadership offers an opportunity for leaders to do what is right to optimize the company's capacity overall, not just in their own area because it allows them to let go of parochial perspectives. Where Do You Begin? First you have to set the context for the participative leadership. This can be done through a needs/asset based assessment with employees. It is important that you go beyond identifying needs; you also need to know the capacity, the potential, the resources, individual expertise, second hand skills, hobbies, life experiences and so on. Next, develop a plan with specific roles for individuals and specific goals that are based on that individual's expertise and strengths. Show them the big picture and the role they have in it. Then you will explain how each individual's role is going to change and what it means in terms of structuring meetings, solving problems, making decisions and so on. Clarify their responsibilities, space and the amount of control they have over tasks and projects. Meet your employees half way, start new communication channels.rnEstablish early wins. This is important, you want employees to see that their contributions are providing results and you want them to see that sooner rather than later. This will help them see the value of the progress. Make sure you are supporting your employees, look for hidden obstacles and increase their confidence in their abilities. Now, trust and let go, put the power in the hands of your employees, provide the right information, the right tools and support and they will make you proud.