Essential Characteristics of New Paradigm Leaders
Reimagining organizations by devising an innovative model that encourages productive, fulfilled, and engaged employees.
According to the 2020 Gallup report, “The State of the Global Workplace,” there are 100 million full-time American employees. Of those 100 million employees, only 33 percent report being engaged in the workplace. Gallup defines employee engagement as, “involved in, enthusiastic about and committed to their work and workplace.” This means 67 percent of the American workforce is not actively involved in, enthusiastic about, or committed to their work and workplace. From an organizational perspective, this lack of engagement implies an extraordinary waste of organizational productivity. From a human perspective, this implies a stunning waste of human potential.
67 percent of the American workforce is not actively involved in, enthusiastic about, or committed to their work and workplace.
Gallup found that when organizations orient performance management systems around basic human needs, including psychological needs such as acceptance, acknowledgment, recognition, fairness, and emotional safety, employees experience more engagement and contribute to the organization at higher levels. This translates directly to increased productivity and improved bottom line profit. With 67 percent of U.S. employees actively disengaged at work, organizations are missing opportunities for innovation, organizational growth, and profitability. Individuals are missing opportunities for accessing their potential and are failing to thrive in their individual and collective human experience.
With 67 percent of U.S. employees actively disengaged at work, organizations are missing opportunities for innovation, organizational growth, and profitability. Individuals are missing opportunities for accessing their potential and are failing to thrive in their individual and collective human experience.
Cultivating a workplace culture that incorporates dignity as a key attribute is essential to addressing the basic human needs and dignity needs inherent to a highly motivated and engaged workforce. In the workplace, dignity is our inherent worth and value as contributing members of the organization. To do this, leaders must have sophisticated competencies in human behavior and human development so that they can implement a power-sharing model that is focused on allowing the organization to develop, evolve, and grow organically and in alignment with its own evolutionary purpose as well as that of the organization’s members.
The article Reimagining Organizational Leadership presents the concept of a Quantum Organization. In a Quantum Organization, leaders understand their role as primarily advocates and encouragers, and therefore effectively optimize employee engagement. This increased employee engagement, which is brought about through a relational model that honors dignity and human security, leads to increased organizational productivity and improved profitability. Growth is a result of thriving relationships.
In a Quantum Organization, leaders understand their role as primarily advocates and encouragers, and therefore effectively optimize employee engagement. This increased employee engagement, which is brought about through a relational model that honors dignity and human security, leads to increased organizational productivity and improved profitability. Growth is a result of thriving relationships.
Leaders in Quantum Organizations must have highly sophisticated competencies in human behavior, so that they are able to maintain focus on strategic priorities of the organization and consistently motivate the collective toward achieving those business priorities. Leaders in a Quantum Organizations are like Sherpas — they understand what it takes to mobilize everyone toward achieving the organization’s mission. They lead from the front and from behind depending on what the situation needs of them.
Leaders in Quantum Organizations inspire belief in a shared goal. They mentor, coach, and sponsor individual team members. They ensure that those closest to a problem are empowered and authorized to solve the problem. They identify essential motivating factors in individuals and teams, and consistently act on these essential motivating factors to bring out the best in others.
Quantum leaders have sophisticated leadership intelligences, including high emotional intelligence, which supports them in cultivating cultural security among team members. They communicate transparently, honestly, and empathetically, which supports their ability to foster a growth mindset for themselves and others.
A foundational element of a Quantum Organization is a power-sharing model that situates work around problems rather than organizational hierarchy. This means that leaders in a Quantum Organization must have exceptional conflict resolution skills, along with being highly collaborative problem-solvers who consistently and genuinely demonstrate care and concern for others.
These are not soft skills, nor are they easy skills. But they are essential skills, which is why the Workplace Peace Institute developed the WPI Leadership Academy.
Workplace Peace Institute Leadership Academy provides leaders with the knowledge of human behavior, communication skills, and conflict resolution competencies to create highly engaged workplaces where dignity is consistently honored. If you are ready to reimagine your workplace, contact Workplace Peace Institute today for a complimentary consultation.
Workplace Peace Institute is an organizational systems design and research firm that brings a holistic and multidisciplinary approach to organizational development. We support small to mid-sized businesses in optimizing employee engagement, maximizing organizational productivity, and improving profitability by infusing human security and dignity as foundational attributes of their business model.
Comments