25 May 2017

With the help of HR Software you can modernize your Leadership styles

Thanks to HR Software it is possible to modernise Leadership styles and that is a good reason for companies to start steering into new ways and abandon the old school leadership styles such as Adult-Child or Teacher-Pupil relationships. Why it got much easier nowadays to modernise leadership styles and to adjust them to today’s conditions, that’s what this blog article is all about. Thanks to well defined HR Software and the visionary mind set that are behind them, modern leadership approaches and -styles aren’t so unimaginable within many companies.

Modernising your leadership styles thanks to HR Software

How can HR Software modernise Leadership styles?

Good HR Software can modernise Leadership styles, in picking up the newest conditions of our times and transferring them into our work environment. These can be for instance achievements coming from Social Media, like networking, comments and much more. A big step forward is the mutual feedback, which can be positively used from employees and managers. Additionally this feedback can be used within the performance evaluation and therefore touches the Performance Management directly, so we can recommend you to try this out. We also wrote about continuous feedback as an aspect in the performance rating a couple of weeks ago, if you want you can read here more about it: “New approaches in Performance Management”. In general one can witness that a lot has changed and much more will change, because simply the times of old school leadership styles are definitely over. Nowadays it is more important to establish democratic leadership styles. The Top-Down principle in which the leader rules and everyone else just has to follow, otherwise it’s she or he can go, are already abandoned for a while in most of the organisations nowadays.

Why should Organisations with a strong hierarchical background rethink themselves

Even the organisations that have conservative until ultra-conservative worldviews have to rethink now, because also here new thinking styles have established. There aren’t many employees left that will just follow orders, without understanding what they have to do. Especially the new generations Y and Millennial won’t fit into these rigid structures and they won’t adapt themselves under these conditions. Authoritarian or autocratic leadership is disused and for organisations that want to be long-term successful on the market, it is recommendable to change better sooner than later, only then the competitiveness will continue, particularly in today’s War for Talents. An interesting view on this topic can be found on Techcrunch under the headline “How Old-School Management Kills Work Culture”

Conclusion: Collaboration within Teams will be more important than we all presumed

To establish new leadership styles isn’t easily done within a couple of days until it works smoothly. It is noticeable when you read surveys and studies that deal with this domain that collaboration within teams has gained importance, and this independently from the fact whether there is a manager or not. Through already existing approaches as for instance Scrum, Holacracy and other new leadership methods, that are build up on the employee self responsibility, one can find many options to find useful information. Last year we wrote already about such approaches and you can find them under the following headlines: “Why Hierarchies impede many Companies” and “Are you ready for Holacracy?”. Based on these approaches and the already published articles one can see that the orientation of these leadership methods is constantly taking the direction of employee self-responsibility. In future more companies will start to work within these team-based approaches, which means that each team member is independently responsible for his or her part and there won’t be anyone who is acting as a watchdog. We think that teams will start to control themselves without having someone who is telling them what to do, and this will have a bigger impact to the overall success of the organisation or company.

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