Why is the thought of the unknown so debilitating for some? Change is difficult but necessary. Whenever we’re faced with potential career changes, or life changes the fear of the unknown causes us to rethink our decisions, remain stuck in unfulfilling low-level jobs, unhealthy marriages, or mediocre living conditions all out of desperation and complacency. When all along if we just have a little faith and take a leap of faith it always works to our advantage.
As a culture, it is in our nature to need to know the future. Somehow it has convinced us with false sense of securities. To grow and prosper we must absolutely move forward on the path ahead. Internally we wrestle with knowing we deserve more, better, higher opportunities, but fear causes us to listen to that small voice of doubt. Those small doubting voices are only meant to prevent us from the limitless future right in front of us. Don’t listen to doubting voices. Just take a leap of faith! It will be the best decision you will ever make.
The past three years post COVID have been challenging to say the least, and I have been uninspired to write or blog. A new work environment and my expertise in leader interaction, leader member exchange, leader authenticity and job satisfaction has inspired me to write about what I have observed occurring among educators and corporate employees.
As an educator, I have had the honor of working at many urban public schools. My doctoral research on this subject has provided me with the foundation to be an expert in leader interaction, leader authenticity and teacher job satisfaction. My research is also applicable in school and corporate settings. It is quite interesting to witness the relationship between leader interaction, leader authenticity and how It relates to teacher job satisfaction.
Leaders either create work environments for their employees that are supportive or unsupportive. Leaders who are disingenuous deteriorate and destroy the leader member relationship. A disingenuous leader create a work environment where workers feel used, overworked, overlooked, and betrayed.
It is so interesting to witness environments (such as schools or corporate work environments) where leaders or administrators talk about being supportive but are unsupportive. They don’t advocate for their workers or provide them with the tools for advancement. They don’t take into consideration the employees who get the job done, ensure production is met, or ensure the student achievement exceeds above the benchmarks.
These workers have aspirations! They want growth opportunities, and compensation that align with their work performance. They want to believe that their leaders are genuinely advocating for them and consistently exhibiting transparency with them not lies and deception.At the core, the workers want to trust their leaders, or administrators. Employees want leaders who support upward mobility within the organization, but all too often the reality is a juxtaposition of what they are telling their workers. I have observed many employees (school and corporate) give up because they realized the leader whom they reported to was not authentic nor transparent.
A lot can be said about a work environment that has authentic transparent leadership. There’s a beautiful cohesiveness that naturally occurs in that environment. As an experienced educator working in the school system, whenever leadership has been authentic and transparent the staff and students learn, they love, and they trust in their teachers and their leadership.
Unfortunately, when leaders and administrators are disingenuous this causes the demise and destruction of authentic working relationships among the staff and job dissatisfaction. I have had the unfortunate opportunity to observe the breaking of these leader member interactions far too many times.
Once the teacher or employee realizes that their leader or administrator has been disingenuous or unsupportive it breaks their spirit and their will to continue performing the job at hand. Whereas employees who feel supported by their leaders or administrators thrive and are excited to perform their duties.
Most employees believe they are valued until the truth is revealed, and then they just stop caring. They become numb to the job and ultimately, they either resign, start over somewhere else, or change professions all together. In the end they both lose. The leader interaction, leader member exchange, leader authenticity, and job satisfaction among employees is detrimental to the success of the organization. Leaders need to be cognizant of how their interactions directly impact their staff. They need to be vigilant about transparency, have high morals, and make job satisfaction among their staff paramount for success. What a difference the workplace would be if leaders cared enough to lead authentically and advocate on behalf of their employees. Which leader are you?
It’s funny how our relationships are always evolving. As soon as we become accustomed to and or secure with one reality something will happen to drastically alter the relationship thus creating an imbalance or paradigm shift. We’re forced to face the reality that whatever we once knew and believed in has just changed or evolved into something else.
In my dissertation I examined the didactic relationship between leaders and followers in a school setting between teachers and principals, but this research is applicable between leaders and followers in any population, because at some point in time we’re either leading or following or both. At some point we all have had to follow to study and learn before we can lead by teaching someone else what we’ve learned.
What I find most interesting is the transformational process and the results of that process. As I reflect on my own life’s experiences just like everyone I have had many shifts transform my life and my relationships. Some were good some were bad, but with each shift in my life I evolved into someone new.
Was the change or transformation process easy? No, not at all. Did it feel good? Not always. Did I have unrealistic expectations? Yes I did. Were my beliefs challenged? Yes they were, but somehow GOD created something wonderful throughout all the changes, throughout all the twists and turns, ups and downs, hills and valleys and tests and trials. We may not always view the end results as something wonderful, but the challenges have to occur to make room for our successes in life, and that’s the beauty of it all. I was recently told that GOD has a funny sense of humor. Everyday I realize that more and more.
A very dear friend of mine who matriculated with me during graduate school for our doctoral degrees, and my graduate school professor told me during our dissertation process, which was the most difficult process that I have ever experienced academically “just persevere you can make it”. Every time an obstacle or challenge altered my reality they would say “just persevere”.
GOD creates challenges or obstacles to shape us and our relationships because He is leading us to something or somewhere else, and He is teaching us valuable lessons along the way. Will it be easy? No! Will it feel good? No! Will we grieve our losses? Yes, absolutely! No matter what the shift or transformational process is “just persevere” and something valuable will be learned. Just persevere!
Disingenuousness creates pseudo relationships in the workplace. Globally, workers surgically devour one another to secure their positions in the company. The moment the leader steps out of the environment the followers become cannibals and prey upon those who are perceived as weak. Their insecurities and personal issues cause them to eliminate the workers who are competent by portraying them as incompetent when in reality they’re really the ones who are incompetent acting as if they’re competent.
Dr. Lennea Phillips 