Traditional hierarchical leadership models are being challenged by the need for more collaborative and adaptable approaches.
Horizontal leadership, also known as shared or distributed leadership, is an emerging concept that focuses on empowering individuals at all levels of an organization to take on leadership roles.
This guide provides an overview of horizontal leadership, its importance, and practical ways to develop and maximize horizontal leadership skills in the workplace.
Definitions
Horizontal leadership refers to a leadership approach that emphasizes collaboration, shared decision-making, and the distribution of leadership responsibilities across all levels of an organization.
It moves away from the traditional top-down hierarchical structure and encourages individuals to take ownership and contribute their expertise to achieve common goals.
Background: Leadership Skills and Their Importance
Leadership skills are essential for driving organizational success.
They enable individuals to inspire, motivate, and guide others towards a shared vision.
Traditional leadership models often focus on a single leader at the top, but horizontal leadership recognizes that leadership can emerge from any level within an organization.
Leadership skills are vital because they can foster innovation, improve employee engagement, and enhance overall organizational performance.
Horizontal leadership creates a culture of collaboration, trust, and accountability by empowering individuals to take on leadership roles.
12 Ways to Develop Horizontal Leadership Skills
- Encourage Open Communication: Foster an open environment where individuals feel comfortable expressing their ideas, concerns, and feedback.
- Promote Collaboration: Encourage cross-functional collaboration and provide opportunities for employees to work together on projects and initiatives.
- Embrace Diversity and Inclusion: Value and respect diverse perspectives, backgrounds, and experiences as they contribute to more innovative and effective decision-making.
- Delegate Authority: Empower individuals by delegating decision-making authority and providing them with the necessary resources and support.
- Facilitate Continuous Learning: Encourage employees to pursue professional development opportunities and provide access to training programs and resources.
- Promote Autonomy: Allow individuals to take ownership of their work and allow them to make decisions within their areas of responsibility.
- Recognize and Reward Contributions: Acknowledge and appreciate the efforts and achievements of individuals who demonstrate leadership skills.
- Lead by Example: Set a positive example by demonstrating the desired leadership behaviors and values.
- Encourage Innovation: Create a culture that values and encourages experimentation, creativity, and the generation of new ideas.
- Build Trust: Foster trust among team members by being transparent, reliable, and accountable.
- Promote Emotional Intelligence: Develop emotional intelligence skills, such as empathy, self-awareness, and effective communication, to build strong relationships and resolve conflicts.
- Provide Mentorship and Coaching: Offer mentorship and coaching programs to support the development of leadership skills among employees.
Why Companies Are Interested in Improving Horizontal Leadership Skills
Companies increasingly recognize the benefits of horizontal leadership in today’s complex and dynamic business environment. Some reasons why companies are interested in improving horizontal leadership skills include:
- Adaptability: Horizontal leadership enables organizations to respond quickly and effectively to changes and challenges.
- Employee Engagement: Empowering employees to take on leadership increases their engagement, job satisfaction, and organizational commitment.
- Innovation: Horizontal leadership fosters a culture of innovation by encouraging diverse perspectives and ideas.
- Collaboration: Horizontal leadership promotes cooperation and teamwork, improving problem-solving and decision-making.
- Succession Planning: Developing horizontal leadership skills ensures a pipeline of capable leaders who can step into key roles when needed.
10 Best Practices for Maximizing Horizontal Leadership
- Establish Clear Expectations: Communicate the organization’s vision, goals, and expectations to all employees.
- Provide Ongoing Feedback: Regularly provide constructive feedback to individuals to help them improve their leadership skills.
- Create Opportunities for Growth: Offer challenging assignments, stretch goals, and opportunities for career advancement to develop leadership capabilities.
- Promote Cross-Functional Collaboration: Encourage employees to work across departments and functions to gain exposure to different perspectives and develop a broader understanding of the organization.
- Promote a Learning Culture: Provide access to training, mentoring, and coaching programs to foster a culture of continuous learning and development.
- Measure and Track Progress: Establish metrics and key performance indicators to assess the effectiveness of horizontal leadership initiatives.
- Promote Accountability: Hold individuals accountable for their actions and decisions, fostering a sense of responsibility and ownership.
- Encourage Networking and Relationship Building: Provide opportunities for employees to network and build relationships with colleagues across the organization.
- Promote Work-Life Balance: Support employees in achieving a healthy work-life balance, which enhances their overall well-being and productivity.
- Celebrate Success: Recognize and celebrate the achievements of individuals and teams demonstrating effective horizontal leadership.
Standard Model for Developing Leadership Skills
A standard model for developing leadership skills involves a cyclical process of self-awareness, learning, practice, and reflection. It includes:
- Self-Assessment: Assessing one’s strengths, weaknesses, and areas for improvement in leadership skills.
- Learning and Development: Engaging in formal and informal learning activities, such as training programs, workshops, reading, and networking.
- Practice and Application: Applying newly acquired knowledge and skills in real-life situations and projects.
- Feedback and Reflection: Seeking input from others, reflecting on experiences, and identifying areas for further growth and development.
Examples of Horizontal Leadership Skills in the Workplace
- Facilitating Collaboration: Bringing together individuals from different teams or departments to achieve a common goal.
- Empowering Others: Delegating authority and decision-making to individuals, allowing them to take ownership and contribute their expertise.
- Active Listening: Listening to others’ perspectives, ideas, and concerns and incorporating them into decision-making processes.
- Conflict Resolution: Mediating conflicts and facilitating constructive dialogue to reach mutually beneficial solutions.
- Building Relationships: Establishing and nurturing solid relationships with colleagues, stakeholders, and external partners to foster collaboration and achieve shared objectives.
Features and Benefits of Horizontal Leadership in Corporate Settings
Horizontal leadership offers several benefits in corporate settings, including:
- Enhanced collaboration and teamwork.
- Increased employee engagement and satisfaction.
- Improved decision-making and problem-solving.
- Fostered innovation and creativity.
- Greater adaptability to change.
- Improved organizational performance and productivity.
Summary
Horizontal leadership is a collaborative and inclusive approach that empowers individuals at all levels of an organization to take on leadership roles.
By developing and maximizing horizontal leadership skills, companies can create a culture of collaboration, innovation, and adaptability, which can improve organizational performance and employee engagement.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.
