Co-Elevation In the Workplace

 

What can combat the Quiet Quitting that is happening in the workplace? 

COVID-19 has shifted the way the world does business and it might be changing the way the world sees and follows leadership. There is a new trend out there in the workplace called lateral leadership. 

As you think of your dream culture does it include a hierarchy of leadership or is it more organic? 

Lateral Leadership is a new kind of leadership for these times. Lateral leadership means leadership without disciplinary leadership, without authority. The guide direction is not limited from top to bottom. Lateral or peer leadership has an explicit effect on the horizontal level. Everyone has leadership responsibilities towards their colleagues. It does not matter where they are located in the artificial hierarchy. This explicitly includes the direction of the employee to the boss. The great challenge for employees is to recognize the importance of their own leadership and to take responsibility for it and to find ways and ways to do it.

Lateral leadership is a step in the right direction when it comes to not allowing Quiet Quitters to run the workplace.

Job titles do not equate to leadership skills. Many people have experienced this first hand. 

So why does lateral leadership work so well? Imagine a team that all works well together. They are in sync with each other and they all help each other be their best. 

Lateral Leadership is about crafting a vision, understanding the drivers and motivations of your peers, strengthening relationships, and building coalitions. It's about knowing the best next step for the organization and assembling the team to get there -- all without line authority or mandates.

This concept of lateral leadership is also being referred to as co-elevation. This is a new concept to many of us but inherently we all want each other to win. When a company does this, all the players win.  

Best, 

Manal

Quiet Firing is a New Trend!

Many of us have heard of quiet quitting, but quiet firing is trending too.  The newest trend in corporate leadership circles is the discussion around Quiet Firing. 

In the last six months we have started to hear the term Quiet Quitting and how employees don't have an ownership mentality but an "I'll do the minimum" mentality. 

If your leader’s attitude toward you has shifted and/or you feel your work is criticized more than usual, you might be experiencing it.

There has been a long-standing gap between the idea of having a great boss in the workplace and yet it is very possible. Just over half of workers leave their employment because of their boss. 

Quiet Firing is the act of intentionally treating workers badly so they leave their jobs.

Some things leaders can do to ensure their management team isn't intentionally or unintentionally doing Quiet Firing are: 

• Communicate the company mission, vision, and values.

• Ensure employees know they can talk to Human Resources or Senior Management

• Bring this up in Management meetings so peers can help keep other Managers accountable. 

• Have employees self-manage. Where they are evaluating themselves on every aspect of their job and bring it to the leadership team for feedback.

What can staff members do? 

• Speak to your manager directly 

• Look for others to help advocate for you

• Do your homework on the company policies (Employee handbook, etc)

• Start or join an employee resource group

• Create a self-managed culture where peers help each other be their best. 

Remember the world has changed and with it comes new behaviors, mindsets, and attitudes. Leaders are human too and perhaps they need someone to help them too.  Don’t be a victim of Quiet Firing and certainly don’t be the person doing it. Awareness is key when it comes to leadership and creating a culture that works for everyone in it.

Best, 

Manal

What Can Leadership Do about Quiet Quitting?

What can combat the Quiet Quitting that is happening in the workplace? 

COVID-19 has shifted the way the world does business and it might be changing the way the world sees and follows leadership. There is a new trend out there in the workplace called lateral leadership. 

As you think of your dream culture does it include a hierarchy of leadership or is it more organic? 

Lateral Leadership is a new kind of leadership for these times. Lateral leadership means leadership without disciplinary leadership, without authority. The guide direction is not limited from top to bottom. Lateral or peer leadership has an explicit effect on the horizontal level. Everyone has leadership responsibilities towards their colleagues. It does not matter where they are located in the artificial hierarchy. This explicitly includes the direction of the employee to the boss. The great challenge for employees is to recognize the importance of their own leadership and take responsibility for it and find ways and ways to do it.

Lateral leadership is a step in the right direction when it comes to not allowing Quiet Quitters to run the workplace.

Job titles do not equate to leadership skills. Many people have experienced this firsthand. 

So why does lateral leadership work so well? Imagine a team that all works well together. They are in sync with each other and they all help each other be their best. 

Lateral Leadership is about crafting a vision, understanding the drivers and motivations of your peers, strengthening relationships, and building coalitions. It's about knowing the best next step for the organization and assembling the team to get there -- all without line authority or mandates.

This concept of lateral leadership is also referred to as co-elevation. This is a new concept to many of us but inherently we all want each other to win. When a company does this, all the players win.  

Best, 

Manal

COVID-19 has shifted the way the world does business and it might be changing the way the world sees and follows leadership. There is a new trend out there in the workplace called lateral leadership. 

As you think of your dream culture does it include a hierarchy of leadership or is it more organic? 

Lateral Leadership is a new kind of leadership for these times. Lateral leadership means leadership without disciplinary leadership, without authority. The guide direction is not limited from top to bottom. Lateral or peer leadership has an explicit effect on the horizontal level. Everyone has leadership responsibilities towards their colleagues. It does not matter where they are located in the artificial hierarchy. This explicitly includes the direction of the employee to the boss. The great challenge for employees is to recognize the importance of their own leadership and take responsibility for it and find ways and ways to do it.

Lateral leadership is a step in the right direction when it comes to not allowing Quiet Quitters to run the workplace.

Job titles do not equate to leadership skills. Many people have experienced this firsthand. 

So why does lateral leadership work so well? Imagine a team that all works well together. They are in sync with each other and they all help each other be their best. 

Lateral Leadership is about crafting a vision, understanding the drivers and motivations of your peers, strengthening relationships, and building coalitions. It's about knowing the best next step for the organization and assembling the team to get there -- all without line authority or mandates.

This concept of lateral leadership is also referred to as co-elevation. This is a new concept to many of us but inherently we all want each other to win. When a company does this, all the players win.  

Best, 

Manal