Relational Leadership Reflection

Diversity changes and challenges established norms and helps to evolve people, principles, and organizations. Leadership, both its understanding and execution, is affected by workplace diversity for a variety of reasons. In this short reflection, the focus will be how relational leadership compares and contrasts with other ideas, evaluating the four-step framework, and the three primary cultures of leadership. Finally, I will evaluate my workplace in light of these comparisons.

The article by Nakash and others highlights a four-step framework for building a more relational work environment and explains three non-relational workplace models. The first step in the framework, Read It, is to assess the environment and figure out the organizational

A workplace with a survival culture can be discounted almost immediately just by the vary nature of what it is. There is no consideration of the employee in a survival culture as the organization is just trying to make it day-to-day; the only relation established is with the burden of meeting demands. I do not think that either McGregor or Herzberg would approve of the pseudo-relational environment either simply because it is fake. Challenging people, whether it is through self-evaluation and individual goal setting, or putting people in positions to succeed, is an idea McGregor and Herzberg both support. To challenge people is to introduce conflict, whether it is through correcting or modifying behavior, or demanding a higher level of performance, and pseudo-relational environments actively avoid confrontations. Traditional hierarchical workplaces are also at odds with the ideas of people like McGregor. As with the other two workplace models, the dynamics of the employee relationship are irrelevant in a traditional environment. The boss, or manager, dominates the direction and discussion in these workplaces. Success is measured on an individual basis and is often at the expense of co-workers as opposed to a more collective

As a matter of fact, I identified more than once with the examples used to illustrate the various cultures. Just last week, I spoke out in a meeting about a subject that was not in my arena, and even though I was correct in my assessment, the points I made were not viewed as valid. The issue was not my gender, but the fact I was challenging the authority outside of my area. My point would have been better served if I had provided my information to my boss so he could raise the objection and argument. I think relational leadership is a necessary step forward that requires continued refinement as diversity in the workplace increases. Using the same methods over and over again, just because it is what used to work, is corporate insanity. As an organization, and a leader, you have to recognize that as your people change, you must change the way in which you lead. Failure to make such adjustments takes you the way of Blockbusters; remembered for what you achieved and laughed out for your lack of