As I continue to study leadership and management in pursuit of my degree in organizational leadership as well as enhancing my ability as a manager in professional life and leader in my extracurricular life, short comings in leaders/managers around and above that my level, are becoming obvious. According to Mr. Ritch K. Eich in his book “Real Leaders Don’t Boss” it is becoming common that followers feel less and less confident in the leadership abilities of those appointed over them.
The concern is when appointed to a management position, one would assume that those who made the decision on that appointment would trust the decisions and consult on decisions concerning the individual and individual’s scope of responsibility. It seems that in corporate America these days, higher management levels (who may potentially be detached from the daily activities of a given business) make decisions directly affecting lower level operations and significantly impacting day to day activities, without consulting the experts in that specific area (ie middle managers)(Eich,p.44). This can be seen this phenomenon as true in actual corporate environments.
Leadership is about trust. In an appointment to a leadership position (assigned leadership), those who performed the assignment (Northouse,p.8) (higher management) a certain level of trust of the daily operations or certain degree of decision making responsibility is assumed. After assignment, without being informed of any poor decisions or guidance of performance, the next level or levels of leadership suddenly doubt the decisions, or do not consult to the level previously following the appointment to the leadership position, significant doubt will result. Eventually a lack of faith in leadership levels above that of the middle manager will result. Peter G. Northouse describes integrity as “honesty and trustworthiness”, if a lack of faith results from the actions of leadership, trust will no longer remain in the minds of the followers. If the group/followers no longer trust the decision making abilities or intentions of leadership, productivity will suffer.
Eich, R. K. (2012). Real Leaders Don’t Boss. Pompton Plains, NJ.
Northouse, P. G. (2013). Leadership: Theory and Practice – Sixth Edition. Los Angeles, CA.