{"id":16359,"date":"2022-08-05T08:00:22","date_gmt":"2022-08-05T06:00:22","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=16359"},"modified":"2022-08-16T16:53:09","modified_gmt":"2022-08-16T14:53:09","slug":"lead-without-learning-authorization","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/en\/management\/2022-08-05\/fuehren-ohne-weisungsbefugnis-lernen\/","title":{"rendered":"Learning to lead without authority"},"content":{"rendered":"
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Leading without authority: how does it work? (Image: Unsplash.com)<\/figcaption><\/figure>\n

In the Tayloristically organized companies of the past, their areas stood largely unconnected next to each other - equal to columns. And each area had its clearly defined field of activity. Employees also had clearly defined tasks that were either defined in their job descriptions or assigned to them by their superiors. Today, this is different - \"at least in those companies that provide complex services for their customers,\" emphasizes Prof. Dr. Georg Kraus from Bruchsal<\/a>. As a rule, they have a network-like structure. And divisional boundaries and hierarchical levels? \"They play an increasingly minor role in everyday work - especially because services are increasingly provided in cross-divisional and often even cross-company teamwork\".<\/p>\n

Complex structures require a different management style<\/strong><\/h3>\n

In such an environment, traditional leadership, which is largely based on disciplinary power conferred by position, often reaches its limits, explains the management consultant Hans-Peter Machw\u00fcrth<\/a>, Visselh\u00f6vede. Instead, so-called lateral leadership is gaining in importance, \"which is based on trust and understanding and strives to connect the interests of those involved as far as possible by creating a common framework of thinking.\" This type of leadership, because disciplinary authority to issue directives is eliminated, must rely on other sources of power - for example<\/p>\n