Manager and Leaders Should Unite Their Teams

There are a number of management or leadership styles and each or a combination of two or more styles can be applied to address specific situations as required. Democratic, transformational, laissez-faire, etc. are some examples of management and leadership styles. No matter the style(s) that is applied, leaders and managers must demonstrate fairness and integrity and ensure they do not create cracks in the walls of their team or group.

If managers or leaders run a system that supports segregation, favoritism or unhealthy competition, disunity will be the outcome. Any authority figure that acts on hearsay, prejudice or frequent compromise will hamper the spirit of togetherness.

All humans are not created with the same abilities. Some individuals will excel faster than others. Some would have to think long before coming to a decision. A good management or leadership style is to identify this uniqueness of human nature and leverage it to achieve the objectives that are set for the moment.

It is important to note that people observe what managers or leaders do and can see and feel their sense of judgment and decision as authority figures.

Managers and leaders should welcome the opinions of their followers and should avoid sliding into autocracy in presenting their ideas. This approach can steer up the spirit of infighting and disunity among team members.

Communication is a key skill every manager or leader needs. When ideas are properly communicated and there is room for seeking clarity and being heard, the tendency for such ideas to be embraced is high. With embracing a manager or leader's idea, the followers or team members would typically unite to ensure that the idea is actualized.

Managers and leaders are key to building a strong team and fostering unity within their team will be an important task they need to achieve.

There may not be time for waiting

All leaders should able to clearly articulate their vision and direction and seek buy-in and ownership of such vision from their followers. However, in fulfilling some time-sensitive and life-determining responsibilities, there may not enough time for leaders to bring each of their followers on board.

This is because there are instances where some followers may constitute a system of delay or rebellion towards their leaders’ vision, no matter how clearly such vision has been articulated or communicated.

True leaders cannot necessarily delay their moving forward if some individuals are bent on not submitting to such leaders’ direction.

For example, in the Bible, the city of Sodom was to be destroyed and speed would be required for safety. No one would have to look back if they needed to be safe. The instruction and direction were very clear. There was no opportunity to start discussing the divine instruction that was already received, which was not to look back. Someone, however, chose to look back; if the other individual – the leader, in this case looked back, there would have been more casualty.

Also, in the Bible, the Ark, which Noah constructed at God’s instruction, had time to close, some of the animals and humans already settled in it. Those who decided not to enter would not cause the door of the ark to be opened forever – the flood is on its way. The leader had to close the door for the Ark to begin its journey.

Leadership is tough because there are often tough decisions to be made – tough decisions like not waiting for everyone to come on board before moving on.