Why It’s Time to Shift From Leadership Development to Developing Coactive Teams
Leadership constrains our ability to build truly inclusive and collaborative teams.We can strive for inclusive leadership, but micro-adjustments to make leadership more inclusive are not enough. We do not need more leaders. We need coactors.
To have a leader, there must be followers. When we divide a team into leaders and followers, we signal to team members that a select few exemplify the ideal team member. If a team member has been relegated to “follower,” this indicates that their perspective and their contributions to the team are of lesser value than those with the title of leader. In order to make the leap from follower to leader, a follower must prove themselves. Threat, self-doubt, and pressure to conform are not amenable to personal growth.
Leadership roles are often given based on valued knowledge and experience. However, a single person cannot know what is best for everyone in all contexts. Innovation and problem solving are enhanced by diverse perspectives. Every person knows themselves and their needs best. They possess valuable insights based on their own experiences, which may be different from those of their team members. If there are leaders and followers, some team members’ knowledge and experience become prioritized simply due to positional status, while others are marginalized or silenced.
There will always be formal leadership roles in organizations, such as a Coach, Athletic Director, or Manager. The purpose of defined roles is to clarify responsibilities. You get to choose which actions you will engage in to fulfill your responsibilities. Will you choose to engage in leadership or coaction?
Want to learn more? Keep an eye out for my forthcoming book. In the meantime, let’s chat about how I can support you and your team!
Cultivating Coactive Teams 