Over the last few weeks we’ve been discussing the value of creating a participatory style of leadership, where members of the team at all levels of influence have a voice in how the organization will work to fulfill its shared mission. Last week I introduced the first two of what I call “collaborative principles of conduct,” which are first, communication must be free-flowing and honest, and secondly, open discussion must be truly open, and all questions are acceptable. This week I will share my third and fourth principles and conclude this series.
In order for an organization to reap the benefits of a participatory and collaborative leadership style, the third principle of conduct is that there must be mutual respect regardless of rank. Randle and Grayling (2007) state,
All teams and work groups should be encouraged to commit to a fundamental set of ground rules that guide day-to-day collaborative working. These can be developed, and therefore owned, by team members with some guidance. Any group of people will, if asked, decide on a set of conditions that they reasonably believe will maintain a psychologically safe working environment capable of supporting collaboration and mutual support. Their list of conditions is likely to be short and it is likely that each of these ground rules will be underpinned by one recurring theme – ‘mutual respect’.
I am of the opinion that this is a principle that should go without saying. At the very core of positive human interpersonal relationships is the basic need for a common and mutual respect for every other person with whom we come in contact. However, and sadly, it is a necessary principle to include because, as many have experienced, there are many leaders who fail to take on the role of a humble servant, and subsequently fail in the implementation of this principle. It may be possible to show mutual respect without being humble, however, it has been my observation that often the two go hand in hand, or have at least, a minimum amount of relationship to each other.
The final principle is that everyone must play by the same rules. Even though there is a realistic acknowledgement that there are some privileges that come with increased responsibility and position, an important element for creating a safe environment is the understanding that everyone plays by the same rules. In an article by Salancik and Pfeffer (1977), they state that a centuries-old concept described as “The Divine Right of Kings” was developed and perfected in order to “provide an unquestionable foundation for the supremacy of royal authority.” Under the principle that everyone plays by the same rules, there is no “divine right of kings,” because there are no kings. No kings, no royalty, no justification for “with rank comes privilege.” Yes, there is a hierarchy. There are those who are in positions of authority and lead others, but it is done from a standpoint of humility, servanthood, and fairness. Everyone plays by the same rules.
Capodagli & Jackson (2001) state, “the best leadership does not dictate behavior, but inspires peak effort for optimum results.” This type of leadership is needed in our modern organizations, and I believe it can be achieved with the adoption and use of the four principles I’ve outlined. Wheatley (1999) writes,
If we discover an issue whose significance we share with others, those others are transformed into colleagues. If we recognize a shared sense of injustice or a common dream, magical things happen to people. Past hurts and negative histories get left behind. People step forward to work together. We don’t hang back, we don’t withdraw, we don’t wait to be enticed. We seek each other out, eager to discover who else might help. The call of the problem sounds louder than past grievances or our fears of failure. We have found something important to work on, and, because we want to make a difference, we figure out how to do the work, together.
I’ve become a student and fan of participatory-collaborative leadership in our organizations and teams. I believe it is the way to lead in the future. I hope you will consider using my principles of conduct to do so.
Lead well.