Studies show that the majority of workers to be disengaged from their work and their organizations. To truly engage employees, Dan Pontefract believes companies need to adopt a “Flat Army Philosophy.” In his book Flat Army, Pontefract argues that leaders need to surrender command and control in favor of a more open and inclusive style of leadership. When they seek out authentic connections with their teams and come to understand work as an important but not existential endeavor, these leaders become truly connected and therefore profoundly effective. Such connected leaders make ample use of social media and other technologies to deepen connections across their organizations. The result is a self-generating, perpetually learning, dynamically balanced enterprise that is a pleasure both to lead and to work for.
According to Pontefract:
- Employees are generally disengaged from the work they do and the organizations for which they do it. Work disengagement springs from the traditional hierarchical style of management that views workers as the “brawn” to managements “brains.”
- The historical roots of employee disengagement stem from the British charter companies of the 16th century, the European armies of the 18th century, and the Scientific Management ideas that shaped American companies in the late 19th century.
- “Connected leaders” break down traditional hierarchy in favor of a flat organizational structure. They treat employees as complete human beings and connections are encouraged across all levels and work areas.
- The connected leader trusts their employees, involves and empowers them, empathizes with them, and helps them develop their careers. A key aspect of all of these traits is consistent and open communications with all team members.
- The traits of the connected leader begin as behaviors that they must practice and exercise daily until they are habit. Eventually, the connected leader moves beyond merely practicing these attributes to truly living them.
- Participative leadership requires continual, authentic, and reciprocal interactions with team members and the leader’s wider internal and external network. Education is a key component of the Participative Leader Framework and must be practiced consciously and formally.
- The “Action Model” for the collaborative, or connected-participative, leader begins with connecting to all stakeholders and weighing their input. Next, the model calls for the leader to communicate a plan of action to all stakeholders, and then become immersed in executing that plan. The leader confirms with stakeholders that they are satisfied with the result and then congratulates all involved by focusing on the behaviors they brought to the project to make it successful.
- To truly benefit from the Flat Army philosophy, one must embrace Web 2.0 technologies for conversation, education, and network presence.
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Related book summaries in the BBS library: The Employee Engagement Mindset, The Enemy of Engagement, The Connect Effect
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