The Demise of the ‘Leader/Follower’ Model

Early leadership models tended to heavily favor a centralized approach – where a leader would (usually self- appointed - and sometimes in a rather gruff manner) assume leadership. Then, the leaders sets down a series of decrees, and others would follow - whether they liked it or not - as a matter of survival. 

During WW II, in order to get orders from the highest level of the military to the foot soldier in the trenches or the sailor aboard an aircraft carrier, a more organizational structure (the hierarchy) was put in place which could disseminate information very quickly from top to bottom.  A more recent application of this principle many parents can relate to is use of the ‘calling tree’ when your child’s soccer match gets cancelled.

Post WWII, there was a push to de-centralize authority, especially in business, in order to keep pace with a more complex world that demanded quicker decision-making. The change was also due, certainly starting in the late 70s, to account for the new wave of thought in business that the individual can also be a decision-maker.  

Today, companies come and go.  Employees come and go.  Business conditions change quickly.  The classic organizational structure is fast going the way of Betamax . If this is the case, what is taking its place? Many companies, and many in management at those companies, continue to hang on to the classic hierarchical model.   But, as the poet and singer Bob Dillon’s song says, ‘The Times – They Are a- Chang’in’.

Many career counselors have been preaching for several years now that you should think of yourself as a one person company providing your particular talents, skills and services for a finite period of time. It doesn’t make any difference if your income is recorded on a W2 or 1099,  you need to be paying attention to not only the work you are currently performing, but also other opportunities you see where you could help your customer (or others) in the future.  That’s right, sales comes with the territory too.

No training at work? Invest in your own.  No chance to network with others in your profession?  Join outside networking groups.  Even take in a professional seminar. The company won’t pay? You pay and/or take time off if needed – after all, you are making investments in your company. By doing these things, you put your company in the best position possible to continually help the customer achieve its goals.  Remember, it is about the customer. You, and your company’s success hinges on your customer’s success. You are now the leader of your own enterprise.

I know, it sounds difficult … and well … scary. But take heart, companies do not get off Scot-free.  Companies have largely divested themselves of the corporate relationship between management and employee – whether they know it or not yet. Current management methods must now give way to a culture of partnership between the enterprises. 

 It is no longer about company managers checking to be sure clocks have been punched and cranks have been turned, but rather all about sharing ideas, collaborative planning and execution with a most powerful partnership – each and every person that use to be their employee.