Generally, we do not know that something is missing until we are told that it is missing or we are sensing the adverse effect of the absence. Personal experiences working for both a non-profit organization and a corporation have taught me elements of a healthy, motivating leadership style from the fact that those elements are missing.
The symptoms of poor leadership are usually suffered first by the followers of the leadership – for example, lack of motivation, boredom, and declining productivity. Then, talks among followers begin, expressing discontent toward the failures of their leaders. If discontent becomes unbearable, followers decide to leave and find other opportunities.
Leaders missing in action, however, deserve second chances. Followers have the power to influence, despite having to endure the shortcomings of the leadership. Each follower who believes in the company’s vision should not be afraid to make right what is within his/her scope of work. If success is obtained, then leaders eventually will have to acknowledge it, and possibly listen to their followers who contribute to the success and adopt the methods of achieving it, including leadership methods that they have failed to implement.
When we are followers in an organization where leadership is failing, these basic attitudes of followers may help turn around the circumstances:
1. Do not play the blame game
It is so easy to point out the faults of others. Followers who are generally greater in number than leaders can easily point a finger at the failing leadership. At the same time, leaders can also find scapegoats to hold them accountable for the dysfunctioning organization. This blame game does not help anybody improve their work. Leaders and followers should find a common ground and recognize the fact that they are a team working towards the same goals, then resolve any hidden conflicts or discontent and rebuild trust among themselves. It is never a win-win situation when the name of the game is pointing a finger at each other.
2. Peacemaking
A failing leadership usually involves hurt feelings and broken relationships. It always takes two to generate a conflict. Any individual in an organization who is aware of or involved in a conflict has some power to act and help find a solution. Followers and leaders have the same share of the responsibility to speak up when they sense miscommunication or discontent. It is easier to create superficial peace where conflicts are swept under the rug or talked about in hush-hush. It is much more rewarding to make peace proactively. Because relationships can break down, and then heal. Apology and reconciliation is key to strong human bonds.
3. Identify failures and learn
A successful organization is one that dares to put a spotlight on their failures and learn the wisdom. Followers of a faulty leadership often feel the impact of these failures first before their leaders, and thus, can initiate talks to point them out to their leaders. Pointing out mistakes is not the end; it is just the means to improve. These mistakes shall not go to waste and be utilized as learning points for the team, in order to not repeat them and innovate when finding solutions. There is no better teacher than experience, and failure.
While leaders sometimes fail, followers can do their part to fix what is broken and fill in what is missing.
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