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This entire article serves to describe and detail the effectiveness of implementing a philosophy of shared leadership involving the practices of accountability, ownership, empowerment and communication.

The dual process of giving employees tools for effective communication, and then establishing a shared leadership model, promotes the institutionalization of healthy practices throughout the company. A positive working environment that respects people and encourages collaboration and cooperation is the result of such a process. Individual employees are happier and, thus, more productive and successful. It takes time to create the conditions that support employee growth and development.

Building a shared leadership environment is a big job, however with the right management approach, tools and resources, it can be done successfully – saving the organization time, money and aggravation every step of the way. By implementing new thoughts, management styles and philosophies on leading teams, the business itself will in fact become well prepared should any potential disruption to the continuity of operations happen to take place.

“Change is the opportunity to develop and to advance growth where progress may never have seemed possible.”

Tools and Action Items

The following points are steps required to ensure not only meeting goals for a successful business model but increasing productivity with long-term endeavors and positive reinforcement.

• Create the Right Culture
  • Communicate Shared Leadership Philosophy
  • Create Reasonable Expectations
  • Enrich Communication Efforts
    • Invent Communication Tools
    • Standardize Communication Requirements
    • Publicly Encourage Honest Communication
  • Reach Team Values Consensus
    • Openly Discuss Group Responsibilities
    • Encourage Individual Involvement
    • Identify Vision, Mission and Responsibilities
    • Create Team Values and Value Based Behavior Commitments
    • Identify Individual Values and Goals
    • Establish a Problem Identification Methodology
  • Prepare the Organization for Empowerment
    • Develop a New Organization
    • Involve all Individuals and Teams for feedback
    • Identify Strengths and Opportunities for Growth
    • Create Employee Recognitions
    • Encourage Honest Communication
  • Prepare the Organization for Accountability
    • Design Team Evaluations based on Responsibilities
    • Create Individual Evaluations based on Roles
    • Identify Strengths and Opportunities for Growth
    • Create Employee Corrective Actions
    • Encourage Honest Communication
  • Prepare the Organization for Ownership
    • Design Meeting Evaluations
    • Create Feedback Group Discussions
    • Identify Strengths and Opportunities for Growth
    • Create Employee Sensibility and Drive
    • Encourage Honest Communication
  • Make Solutions in Organizational Reality
    • Implement Plan
    • Drive for constant follow-through and follow-up

This article has six (6) parts in its entirety.

About the Author

C.R. Lang is a highly experienced operations executive who has lead diverse teams of professionals to new levels of success in a variety of highly competitive industries, cutting-edge markets, and fast-paced technical environments. Strong technical and business qualifications with an impressive track record of more than 20 years of hands-on experience in strategic planning, business unit development, project and product management, and system engineering strategies. Proven ability to successfully analyze an organization’s critical business requirements, identify deficiencies and potential opportunities, and develop innovative and cost-effective solutions for enhancing competitiveness, increasing revenues, and improving customer service offerings.

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