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"There is nothing to writing. All you do is sit down at a typewriter and bleed."
Earnest Hemingway.


The Leader-Leader Model

Image by Mabel Amber on Pixabay

I have been listening to the Audible book Turn That Ship Around by L. David Marquet.  This is the first time I have heard of the leader-leader phrase.  I really resonate with this.  As I work with leaders and leadership teams, my goal is to help them create clarity so that everyone in the organisation knows exactly what is okay and what isn’t okay.  It also enables the team to make smaller decisions without having to wait for permission.

Embracing Leader-Leader Leadership: A Paradigm Shift in Organisational Dynamics 
The shift from traditional leader-follower models to the more progressive leader-leader approach is gaining momentum in the ever-evolving landscape of leadership philosophies. Leader-Leader leadership, as opposed to the conventional Leader-Follower model, focuses on empowering individuals at all levels of an organisation to take ownership of their responsibilities and contribute to the collective success. Let's explore the key principles that define Leader-Leader leadership and its potential benefits for fostering a dynamic and resilient workplace culture.

Shared Decision-Making:
In a Leader-Follower model, decisions typically flow from the top down, with leaders making choices and followers implementing them. Leader-Leader leadership, on the other hand, encourages shared decision-making. Leaders collaborate with their teams, valuing input from diverse perspectives. This inclusivity enhances the quality of decisions and fosters a sense of ownership and commitment among team members.
Empowerment and Autonomy:
Leader-leader leadership places a premium on empowering individuals at all levels. Rather than relying on a hierarchical structure, where authority is concentrated at the top, this approach distributes power and encourages autonomy. Team members are trusted to make decisions within their areas of expertise, leading to increased innovation and adaptability.
Cultivating Leaders at Every Level:
The Leader-Leader model recognises that leadership is not confined to a specific position or title. It promotes the idea that everyone can exhibit leadership qualities regardless of their formal role. By cultivating leadership skills at every level, organisations tap into the full potential of their workforce and create a culture of continuous improvement.
Open Communication:
Effective communication is a cornerstone of Leader-Leader leadership. Transparent and open communication channels enable the free flow of ideas, feedback, and information throughout the organisation. This transparency fosters trust, collaboration, and a shared understanding of the organisation's goals and values.
Adaptability and Resilience:
In today's fast-paced and unpredictable business environment, adaptability is crucial. Leader-leader leadership encourages a culture of continuous learning and adaptation. By distributing leadership responsibilities, the organisation becomes more resilient and capable of responding swiftly to changes and challenges.
Focus on Growth and Development:
Leader-Leader leadership emphasises the growth and development of individuals within the organisation. Leaders play a crucial role in supporting the professional development of their team members fostering a culture that values learning, mentorship, and the pursuit of excellence.
In conclusion, the Leader-Leader leadership model represents a paradigm shift that aligns with the changing dynamics of the modern workplace. By fostering a culture of shared responsibility, empowerment, and continuous improvement, organisations can unlock the full potential of their teams and navigate the complexities of today's business landscape with agility and resilience. Embracing Leader-Leader leadership is not just a change in strategy; it's a cultural transformation that can lead to sustainable success and a more engaged, innovative, and adaptive workforce.


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