The Leader/Follower Chasm

A recent article in Forbes reported on the growing divide between leaders of organizations and their employees. 

 

It made the point that the billions of dollars corporations spend on leadership development is missing a key aspect when preparing people for senior positions and what they need once they are in those positions.

The report first noted that employee engagement is continuing to drop, according to the latest Gallup surveys. As you might guess, this is not good: there is a clear connection between employee engagement and business productivity.

And no wonder: wages have been stagnant, benefits have shrunk, two-thirds of American workers report a terrible work/life balance, and artificial intelligence is threatening their livelihoods.

The article pointed out that work no longer delivers security, let alone purpose. Then it spelled out the disconnect between the leaders and their followers:

“The research involving people in a variety of industries around the world found no overlap at all between the top five competencies displayed by executives — inspiring others, competing with others, presenting to others, taking initiative, driving innovation — and those desired by their followers — effective communication, effective decision-making, accountability, integrity, leadership ability.”

Really? Those were the top five competencies displayed by executives?

The point was this: followers are looking for something radically different from what their leaders are offering in order to be fully engaged with the organization.

Now let’s interpret that for churches and nonprofits, which are typically driven by high volunteerism and underpaid employees: I’ll wager they feel the same way. For instance, since churches can’t compete with corporate-level wages, what would be two things right away that ministry work could deliver?

Of course: Security and meaning.

And I’d guess that security is the last thing that a church staff member feels. That has to change…and we must do better in that regard.

But meaning or purpose? That should be an easy one if we authentically communicate the cosmic purpose of the Church—and her localized expressions. I mean, come on! Our mission is divinely inspired if we’re focused on what Jesus plainly told us to do.

It is fascinating that in the corporate world, employees (followers) are looking for five key things:

• effective communication

• effective decision-making

• accountability

• integrity

• leadership ability 

So take a moment and assess how you—as a leader—are doing with those five aspects that your followers are more than likely looking for in you. And do more than a cursory glance at them: ask those closest to you how you and the team that you lead would assess these practices in you and your organization.

That would at least begin addressing two of the traits.

Dave Workman | The Elemental Group

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