Organizations or companies are made up of people, so the business style or the values of the company are largely the reflection of their top executives leadership styles. The success or failure of an organization depends on which style they adopt to at their core and at what time! Principally, we know there are four types of leadership styles – Participative, Consultative, Authorirative and Dictatorial. Well, we can not say any of this style is better than the other, because leadership is all about using the right style at right time which often calls for a “Situational Leadership” where a leader quickly takes over one style over the other when situation demands for it. However, the constant shift of leadership style is not as easy as we think. Although situation might demand one style, it can be largely influenced by other factors such as time, personal issues and pressure from top management. Knowingly or unknowingly these and the other factors slowly shifts us to adapt to one of the specific leadership style. What can possibly go wrong is to end up with a “Dictatorial” one!
Subconsciously great leaders develop “Dictatorial Leadership” with their behavior and most of the time they are not even aware of their effects happening around them. The fact is that “Dictatorial leadership” develops a big wall that the leaders fails to get the message from people on what possibly going wrong at the execution level of the organization. This leads to organization’s catastrophic failures in holding back the innovation and renewal. But how this all happens after all? How even the great leaders gets into the pitfall of repulsion created by dictatorial behavior? Here’s some insight into the inception of this dreadful behavior…
Challenges keeps company’s heart alive. It fuels up the innovation and keeps it ahead of the competition. However, unrealistic challenges brings dreadful experience. We are aware of the situation and it’s complexity but we keep pushing people to achieve it and of course in the way we think of. Many times leaders presume it’s a fairly simple task without having the subject matter expertise and give undue pressure to their people. Because I have done something similar like this 30 years back makes me think it as an easy job! The fact is not only we are losing trust of the people but also repel them away giving alternatives or suggestions to overcome the challenge. The challenge always remains a challenge and never gets solved. Slowly we shut down the only way to get the solution and lead ourselves towards dictatorship!
Trust and fairness
Trust is the basic foundation of any relationship and it holds true even to the leaders and their followers. Building a trust takes time, so does maintaining it, but once the trust is established the leader is required to apply the fair rules to acknowledge it for the people. But this doesn’t happen all the time. Either leaders tend not to believe the people to stay with the benefit of the doubt or give excessive trust on few ones that they lose the grounds on fairness rules. This has an epidemic effect of good people losing the trust in return. People who are ignored becomes introvert and develops fear in mind. Again, unconsciously it puts down the leader to “dictatorial” mode.
Lot of managers tend to do tactical management. They think that it is diplomatically perfect if a fear of “things” is induced on a fellow being. The strategy here that these leaders think that it will play a spell of “do-whatever-i-say”! Leaders create a circle of fear around their colleagues, about a job, their position, about the situation in the industry in order to retain them for a longer time in an organization. They often dictate the grim situation outside of the organization to develop a constant fear of the job only to realize later that these people turn out to fear of everything – even their jobs and assignments. They perform averagely and turns into “invisible employees”.
It’s the vicious venom in the organization. Internal politics kills the good in people and germinate the bad culture. People without talent but to grow on parasitic cultivation takes advantage of it and foster the culture of dominance leading to dictatorial culture. Many organizations have understood it and have been abolishing the internal politics to play fair with everyone.
As started this article, people make the organization and not the other way around, it is essential that we fight against any of such instincts that we come across. It is essential for the executive management to involve less with individual work but to analyze for any potential defects in the system that can lead to dictatorialship. Finally, if we trust people, make less of a micro-management and provide equal opportunities to all will make the overall management to be participative and propitious for their business!
IT and IoT Professional
Disclaimer : The opinions expressed in this article are those of the author, and do not reflect in any way those of the organizations or institutions of which he is a member.