Forget dusty old pyramids and command-and-control vibes! The future of leadership is here, and it's fluid, not rigid.
Let's be honest: traditional hierarchy is as relevant as dial-up internet. It's a relic, a dinosaur in a tech-driven world. The traditional hierarchical structure of organisations has been a cornerstone of business for centuries. However, as we move into the 21st century, this rigid system is increasingly being challenged, particularly by the future generation. This generation, raised in a world of interconnectedness and collaboration, is less likely to respond well to traditional hierarchies' top-down, command-and-control approach.
So why is hierarchy so outdated?
One of the main reasons why hierarchy is outdated is that it doesn't align with the values of Gen Z. This generation is driven by purpose and meaning. They want to work for organisations that align with their values, working in inclusive environments where their ideas, initiatives and voices are heard.
A traditional hierarchical structure can stifle innovation, creativity and the ability to work autonomously. Aren't we meant to be aspiring to the next generation? Empowering the next generation to evolve, grow, succeed and, most importantly, take risks and fail with lessons learnt. When employees are afraid to speak up or challenge the status quo, developing new and innovative ideas can be difficult. This is especially important in today's rapidly changing tech industry, where organisations must adapt quickly and respond efficiently to new challenges and opportunities.
Ego's don't inspire or empower us
Another reason why hierarchy is outdated is that it often reinforces ego. When people are in positions of power, they can be tempted to use their authority to control others. This can create a toxic work environment where people fear making mistakes or taking risks.
This ego-driven approach can also lead to a lack of trust and respect. Employees who feel micromanaged or their ideas are not valued are less likely to be engaged and motivated.
Imposter Syndrome
Have you ever felt like you're not good enough? That's the hierarchy talking. Constant comparison to those "above" you breeds self-doubt and anxiety. It's a vicious cycle that drains productivity and kills morale. When employees feel like they are constantly being compared to their superiors, they can start to doubt their own abilities. This can lead to a cycle of self-doubt and anxiety, which can be detrimental to both individual productivity and organisational performance.
What Gen Z Wants
Forget the ladder, Gen Z wants a network. They crave fluid, flexible structures that foster collaboration and spark innovation. They want to feel valued, respected, and heard. They want a more fluid and flexible structure for collaboration and innovation. They want to work for organisations where they feel valued and respected and their ideas are heard.
Leadership isn't about barking orders anymore. It's about mentoring, coaching, and creating environments where people thrive. It's about empowering your team to take risks, not shutting them down at every turn.
This doesn't mean that there is no need for leadership. However, the role of leaders is changing. They are no longer just managers; they are also mentors and coaches. They need to create an environment where employees feel empowered to take risks and grow and not constantly shut them down.
Aspiring future leaders seek a more human-centred approach to a hierarchy that prioritises collaboration, empowerment, and purpose.
Author - Rae Evans