#A Shout-Out to All Internal Communicators (Part I): Let’s Nurture This Employee Behaviour for Best Engagement Results
We see leaders of different kinds and with unique leadership styles on an everyday basis around us. The CEOs of multi-nationals, founders of startups, politicians leading countries, army chiefs, college principals and activists, who are all leaders in their own right. Despite the distinct leadership styles they follow and disparate beliefs they practice, the one thing that puts them all on a singular platform and distinguishes them from the masses is, the ownership that they take — of the work they do, of the responsibilities they have and of the vision they aspire to achieve. It is this sense of ownership that drives them to work harder, keeps their passions alive, enables them to taste success and inspires other people around them.
Now imagine, if every single employee in an organization shared this sense of ownership. How seemingly different would that organization be! Imagine each of your employee behaving like a leader themselves — taking complete ownership of the work they do, going beyond the call of duty whenever necessary, focusing on the bigger picture than on just finishing their own tasks and deadlines of the day. The resultant outcome would be an organization full of highly-productive and better-engaged employees whose contributions will directly impact the profitability and growth of the company.
Robin Sharma’s book, The Leader Who Had No Title, aptly describes leadership in 3 words — Absolute. Personal. Responsibility. In his inspirational book, he clearly details that leadership is not restricted to people whose names have associated titles of CEO, President, Founder or Director attached to them. It is for everyone! And the benefits of this behaviour is more for the practitioner to reap than anyone else. Any person who takes absolute ownership of any action they undertake, will grow, excel and achieve mastery in that field. And once an expert in your field of work, there’s no stopping you from being successful. This applies to anyone and everyone, from front-line employees to painters, athletes, sculptors, dancers and even taxi drivers. If you happen to turn back the pages to the early days of any successful leaders’ lives, you will certainly notice that each of them took complete responsibility and ownership of an idea, vision or thought and pursued it with such passion and dedication that saw them through to where they are today.
If such is the potential of leadership for, both, an organization and an individual (employee), then it’s time we consciously incorporate it into the core communication strategy of any organization. Beyond tactical and day-to-day activities, it’s also important we — as Internal Communicators and Organizational Developers — focus on finding answers and solutions to critical questions including:
What can inspire every employee to think like a leader?
What kind of work environment or culture can facilitate this behaviour?
What would be the measurable result of an entire workforce who thinks like leaders?