Think of the worst boss you’ve ever had. They controlled every decision and micromanaged your work, creating an environment of distrust and fear. Mistakes were unforgivable, and being yourself was out of the question. That boss wanted a clone and might have even called you their "mini-me" as a compliment. This is a prime example of a “Bossed culture.”
Now, let’s dive into what The Great Unbossing is all about and how it signals that the future of work is already here, with success defined by human centrality.
"The Great Unbossing" represents a transformative approach to leadership that emphasises empowerment, decentralisation, and a human-centered workplace. While not entirely new, it's a trending term that offers a fresh perspective on how organisations can thrive by fostering autonomy, trust, and collaboration. As we all navigate the complexities of modern workplaces, embracing this approach is essential to creating a more engaged and productive workforce.
F*@& the hierarchy
At the heart of The Great Unbossing is the belief that employees at all levels should be empowered to make decisions. Gone “should be” the days when decisions were made solely at the top and passed down through layers of management. Instead, employees are entrusted with greater responsibility and authority, fostering a sense of ownership trust and accountability. Younger generations won't buy into the structures of the past which were designed for command and control.
Decentralised leaders
Traditional leadership models often concentrate power and decision-making in the hands of a few. The Great Unbossing challenges this notion by promoting decentralised leadership. This approach involves creating self-managing teams or networks where leadership roles are fluid and based on expertise and situational needs.
We see great companies creating Shadowboards and groups of employees that represent and champion important company decisions. This is not just a culture club - These teams are designed to be self managed and often made up of employees at every level giving them a voice and the power to shape the future of the company. By distributing leadership throughout the organisation, we unlock the potential of every team member, allowing for more dynamic and responsive decision-making.
Tell it like it is.
A cornerstone of The Great Unbossing is cultivating a culture of transparency and trust. Open communication and information sharing are essential, ensuring everyone feels included in the decision-making process. Leaders should be transparent about their decisions, whether the news is good or bad, to build trust and foster collaboration. Employees have highly tuned BS detectors, so give them credit and be honest. Trying to pull the wool over their eyes will only erode trust.
Real purpose and lived values.
Too many companies strategically manufacture cleverly worded values that sound great in a pitch deck but the way employees are feeling is distinctly different. Organisations that embrace The Great Unbossing prioritise their mission and values, ensuring that every employee is aligned with the broader purpose of the organisation and feels the values in their every day. This alignment drives engagement and helps navigate challenges collectively. When employees are connected to a shared purpose, they are more likely to go above and beyond, contributing to a highly productive work environment.
Adapt and move at a clever pace
In today's rapidly changing world, agility is key. The Great Unbossing fosters an environment where flexibility & adaptability is celebrated. Organisations become more responsive to market changes and can pivot ( cringe word but true) quickly when needed, leveraging the collective intelligence of their workforce. By embracing flexibility, organisations can stay ahead of the curve and maintain a competitive edge. Moving at a clever pace (fast and slow when needed) has never been more important
A culture of L & D
A commitment to continuous learning and development is a hallmark of The Great Unbossing. Organisations provide opportunities for both personal and professional growth, encouraging employees to develop new skills and advance their careers. This investment in learning not only benefits individuals but also strengthens the organisation as a whole, creating a culture of excellence and innovation. Leaders often perceive the cost of personalised and ongoing learning to be high – but there are lots many ways to create learning opportunities that are either really cost efficient or don't cost a cent. For example rapid e-learning or peer coaching programs and mentoring. The cost of not investing in L& D culture is much higher.
You remind me of me – so you must be great.
Breaking down silos and fostering a culture of collaboration, diversity and inclusion is vital to The Great Unbossing. Diverse perspectives are valued, and employees are encouraged to contribute their unique insights. By actively promoting collaboration across departments and levels, organisations can harness the collective power of their teams, driving better outcomes and fostering a sense of belonging. This requires a strategic focus on collaborative behaviours systems and events. Our industry has been guilty of being attracted to itself for too long. How often have your heard – you remind me of me –so you must be great! There are ways to attract better talent, more efficiently and promote your brand at the same time – this also means evolving the existing recruitment model and and implementing training for all hiring managers.
Conclusion
The Great Unbossing is more than just a trend; it's a fundamental cultural shift in how we think about leadership and organisational culture. Great organisations are already living it. By empowering employees, decentralising leadership, and fostering a culture of transparency, trust, and collaboration, organisations create a more human-centered workplace. This approach not only enhances job satisfaction and engagement but also drives innovation, competitive advantage and success. The best talent in the market will place higher value on this than all else.
As we continue to navigate the complexities the future of work, embracing The Great Unbossing offers a path forward that prioritises people and purpose. Let's seize this opportunity to redefine leadership and unlock the full potential of our teams for prosperity.
Call me !! ;)
Virginia Scully, Human Kind Collective.