Employees are growing noticeably more frustrated with their leaders. Employees want their leaders to have their backs and listen to their concerns; to provide clarity of purpose and performance expectations; and to chart a roadmap for the future. They expect leadership from their leaders – but instead many employees are finding themselves being led by people that lack focus and vision, mismanage resources, and get caught-up in corporate politics. Leaders need to step up their game and begin to provide the required strategic support and direction to keep their employees motivated and their teams inspired.

Leadership is not for everyone and this quickly becomes evident when leaders make bad decisions. Unfortunately, many organizations promote people into leadership positions – where they don’t really belong – for the wrong reasons. Employees can sense this. They know when someone is not ready for leadership responsibilities and increased levels of accountability. Employees are aware of those that assume the role of “corporate watchdog” (to assure the workplace culture that is being dictated from the top is being adhered too) versus action-oriented leaders with real authority.

Employees are inspired when their leaders are empowered to make good, thoughtful and smart decisions. They respect leaders taking calculated risks, not those merely serving as another layer of management – an additional “go-between” that stunts growth and opportunity. Furthermore, when leaders make bad decisions, their employees begin to lose confidence in them and trust decreases, especially when their poor decision-making patterns don’t change.
Read the whole article on Forbes.

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I SvD  15 dec 2013 sid 36 under Karriär presenteras Cathrine Reineholms avhandling: ”Psychosocial work conditions and aspects of heath” där det framgår att: ”Chefen är viktigare än strukturen”.

Platt eller hierarkisk organisation? Sluta fundera. Cathrine Reinerholm, forskare vid institutionen för medicin och hälsa vid Linköpings universitet, menar att organisationsstrukturer är mindre viktiga. Det avgörande är i stället hur tydliga cheferna är.

-Vet man som medarbetare vilka mål, förväntningar och krav som finns leder det till goda arbetsvillkor. Det leder till god hälsa, som i sin tur ger goda resultat, säger Cathrine Reinerholm.

I avhandlingen har hon undersökt vad olika psykologiska arbetsvillkor har för samband med god hälsa bland 9 440 anställda i elva olika organisationer.

Utöver tydlighet hos cheferna är handlingsutrymmet, känslan att själv kunna kontrollera och bestämma över sitt arbete, viktigt, menar hon.

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