In projects or in specialist teams, situations are increasingly frequently encountered in which employees are given managerial responsibility for achieving goals without being equipped with the hierarchical means of instructional authority and disciplinary responsibility. They find themselves in a lateral leadership position.
Many project and team leaders – especially if they themselves are highly interested in the content and objectives of the project – will soon find their situation very stressful or even overwhelming. They often feel that they are not able to enforce things easily, but are trapped in redundant loops. They are also confronted with resistance from individual team members or their hierarchical superiors, are under pressure from several sides and are supposed to please everybody.
Often, there is a feeling of being "stuck in the middle" or to be "fighting a losing battle", occasionally accompanied by anger about clients, team members, and one's own powerlessness.
In this situation, it is helpful to reflect upon the following questions:
Over and over again, key company employees find themselves in a role in which they have to take on leadership tasks without actually having employee responsibility within the organizational structure.
This can be a challenging role in daily work practice and requires a range of professional and social skills. They must get managers and employees on board for change projects. They must achieve commitment for the implementation of new measures. The possibilities of hierarchical authority must be replaced by inner leadership and excellent social skills.
In this in-house seminar, participants work specifically on their inner leadership skills and train the specific competencies associated with them. Some questions to reflect on are: