Source | Linkedin | Robert Glazer | Entrepreneur, Best-Selling Author and Speaker | Founder & CEO @ Acceleration Partners
For decades, many businesses adhered to a rigid leadership style–one that was hierarchical, where managers gave orders, enforced inflexible policies, and didn’t welcome input from employees. This type of command and control leadership took hold in the 1950s and ’60s, started by people who returned from World War II and stepped into business leadership.
However, this style of leadership is a relic of a bygone era of business and is no longer even used to the same extent by the military. Employees no longer want to work at organizations where they simply must do as they’re told, have no input on their role or the direction of the company, and must follow orders because they came from a superior.
Command and control may have worked in the past, but it’s on its way out and companies that don’t adjust quickly may find it very hard to recruit and retain talent. Not only does it damage employee morale, but it also leads to inferior results. Here’s why:
Command and control leadership was often used extensively in companies where employees expected to spend their entire careers and be rewarded with a pension. Before the internet, employees didn’t have as many options to change jobs, and leaving a company in search of greener pastures was less common, as employees valued stability and tenure over flexibility.