Leadership is not restricted to leading or having authority over others. It may be argued that leadership lies in the proactive way in which individuals respond to events and that such response contributes to an individual’s fundamental framework of respect (or lack thereof) for others.
History is regrettably littered with events of total disrespect for one another. Just the last 20 years has seen some of the most horrendous events Globally. 9/11, continuing civil wars, Enron, WorldCom, Arthur Andersen. And of course right here at home in South Africa, “leaders” persistently blame everyone around them for the pain and suffering that they have inflicted on others by their blatant acts of corruption, greed, incompetence and self interest most of which still remain unpunished.
But back to the microenvironment of recruitment, employer/employee engagements and who takes responsibility for what. It is well known that 80 – 90% of recruitment decisions are still made purely on “competence” based factors – qualifications, industry or task based experience, mostly ticked off against largely meaningless job descriptions.
It is equally well known that 90 - 95% of recruitment failures have nothing to do with the “competence” factors. They are for behavioural, relationship, trust and misrepresentation reasons to name a few – on both sides – employee and employer.
In most developed countries the majority of populations are formally employed. It is a fact that employees spend more than two thirds of their time at work.
In the words of Sir Richard Branson, founder of the Virgin Empire: “Train people so that they can leave, treat them so that they don’t want to”.
There is responsible leadership in action.