I noticed fairly quickly that organizations, and the way they are run, don’t change quickly. In fact, they typically don’t change unless there is a compelling reason, such as making more money, saving money, or increasing customer satisfaction. This resistance to change is natural. People tend to be reluctant because they gravitate towards the familiar and are slow to embrace change unless there’s a strong reason for it.

Sound familiar? You might be entangled in an outdated leadership model if you see:

  • Resistance to Change: Tradition trumps innovation.
  • Top-Down Decision Making: Orders flow downwards, disregarding input from below.
  • Lack of Employee Empowerment: Decision-making power is scarce, dampening morale and stifling innovation.
  • Poor Communication: Information barriers and misunderstandings proliferate.
  • Inflexible Hierarchies: Rank outweighs expertise, blocking collaboration and growth.

Is there a path forward?

Absolutely. Leaders can pivot towards more inclusive, flexible, and transparent leadership models.

And for the rest? Take charge by being proactive and seek leadership roles, even on a small scale. The real test, however, lies in your patience to drive change within the system.

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