Leadership, Collaboration and Co-Creation

By Iris Billy

Mr. Smart Guy at his workplaceShared and distributed leadership have proved to be very good in any organization (Murphy, Hunt Wasonga, 2004). There are different types and degrees of leadership and there are also different people with different capacities in leadership. In recognizing this organizations may gain the ability to acquire other things management methods that will make the best out of a leader.

The leader might choose to lead the group while at the same time; the group may lead along with the leader. Those who are led are not a mere group waiting to be led; rather, they help the leader to stay in control. This is referred to as correlation control where the CEO’s authority is not just an arbitrary authority that has been imposed; rather, the authority will be as a result of many authorities coming up from different sources (Freshour, 1989). This is also called democratic leadership where the main goal is to work towards integration of all the stake holders in the house in order to achieve the main goals. At the end of the day, individuality is mobilized and made to count as a group and as a person at the same time.

Leaders are supposed to capitalize on the human resource capabilities while at the same time acknowledging the members’ potential. The leaders are also supposed to continue engaging the members in their conversations by using reaculturation and marshalling of interdependence. The leader dispositions that will lead to co-created leadership are; freedom and the trust of the employees, strong loyalty in team work, cooperation, listening and honesty. There are eight dispositions that apply to co-created leadership and these are active listening, collaboration, egalitarianism, cultural anthropology, resiliency, patience, trust and worthiness and humbleness. A leader with these dispositions will make the leaders to exercise power that is collective to recognize how important it is to organize the members into the leadership dynamic.

Since there is authority, power, information and talents in the organization, the leaders are supposed to be engaging the vast resources just as the members are supposed to engage the leader. Collaboration assumes that organizations are organized as communities that value interactions not to mention providing opportunities for colleagues to be able to work together (Murphy, Hunt Wasonga, 2004) It requires that all the stake holders to interact with each other in mutual respect and in open communication so that all the problems and the any other information that needs to be passes from one person to the other can be passed.

Collaborative exchanges in an organization will cut across departments meaning that the traditional way of communicating will need to be replaced with collegial- peer relationship that are based on openness, conditions of trust, problem identification, goal-setting and risk-taking (Murphy, Hunt Wasonga, 2004). Collaboration allows people to be able to access more ideas; it encourages people to be more innovative while helping them to input various resources into the project.

References

Freshour, F. W. (1989). Listening Power: Key to Effective Leadership. Illinois school Leadership from Within. School Business Affairs, 20-21

Murphy, J. F., Hunt, D., Wasonga, T. (November, 2004). Co-Created Leadership: Research and Development, 26, 17-23.

About the Author

Iris Billy is completing her PhD in Organization Management and Leadership through Capella University, MN and is a graduate of Mercy College, Dobbs Ferry, NY. She holds a Master of Science if Business Management with dual concentrations in Organizational Management and Strategic Leadership. Her professional experience has been in teaching in many public and private colleges within New York City. She has had 20+ years of practical business experience in non-profit and profit organizations within New York City.

Article source: http://www.pmhut.com/leadership-collaboration-and-co-creation

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