It happens in groups large and small. The great divide between leadership and the rest of the organization. In my work with clients I have the opportunity to observe this divide and would like to share a few thoughts on why I think it occurs.
The relationship between boss and team member, owner and employee is fraught with tension. In an employment at will state such as Texas, the employee is just two words away from losing a paycheck – “you’re fired!”
If that is the basis of the relationship, the provision of a check to provide for an employee’s family, then we will find ourselves surrounded by silence and “yes” people, pleasing the boss so they can provide for the most basic needs. The great divide is greatest here.
A step up from this is a place of employment with “role-fillers”; employees who take charge where their roles are clearly defined. Within those boundaries employees exercise discretion and control over their activities and, at times, act as leaders to others.
Ask these same role-fillers to move outside those clearly defined roles and the level of discomfort rises significantly. Ask them to take a risk, try something unknown and they hesitate. While an adjustment period is to be expected, whether it is 5 minutes, 5 days or never, depends on leadership at the top.
You hire for talent and capability but does your leadership style keep those assets at their most basic level of responsibility, driving only in the lanes defined by their job description? Do you want “contributors” instead? Teammates and colleagues who are just as driven as you, the owner or leader, in the purpose and focus of the organization. Contributors are out there, quite possibly in your own organization right now.
How do you bridge the great divide and build a team of contributors? Think of Maslow’s hierarchy of needs. Until “safety” is secured and “you’re fired” is a distant thought in the mind of your employees, the great divide will prevent you from having a fully functional team. The first thing to identify may be your location on Maslow’s hierarchy.