If you’re new to the working force, then you’ve probably never heard of shared governance. If you’re not, then you’ve probably heard of it. Whether you practice traditional bureaucracy at your organization, or if you’re into the new ways of working – then this article is for you.
In this article we’ll dive into:
Shared governance is a working model that allows its members to actively participate in its decision-making process. The working methodology includes shared accountability, shared vision, collaboration amongst teams.
It is commonly known within hospitals to facilitate collaborations amongst nurses.
But also, the working frame is popular in organizations that wish to deviate from old and traditional hierarchies that are no longer working – and to enhance its internal collaboration, decision making processes and more.
Shared governance promotes:
According to Marshall University,
“Shared governance relies on an atmosphere of mutual understanding, respect and trust that can foster honest communication and consideration in decision-making.”
“Quiet quitting: These employees are filling a seat and watching the clock. They put in the minimum effort required, and they are psychologically disconnected from their employer. Although they are minimally productive, they are more likely to be stressed and burnt out than engaged workers because they feel lost and disconnected from their workplace.”
So, how can we keep our team members engaged and connected at work?
Simple: Give your employees autonomy and make them part of the decision-making process. I know, easier said than done.
But what if you start exploring shared governance and giving power to your employees; giving them honest recognition for their contributions; giving them the time of day for an honest chat with their managers.
✅ Clearer goals and stronger guidance
✅ More autonomy at work to stimulate everyone’s creativity
✅ For everyone to get recognized for their contributions
Going from a traditional hierarchy to a more collaborative and transparent system can be daunting, especially if there are a lot of managers in the organization and power plays a vital role within departments.
Incorporating a system as shared governance is not something done without taking proper actions. First and foremost, collaborating with a coach to approach the best way possible the changes within the organization is highly advised. The transformation could be scary, so going in easily and steady is best.
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Being accompanied with tools to help you practice and reinforce a methodology so your organization becomes a solid contribution, transparent and fully autonomous – a platform to fully support all of the above, is key.
With a coach you can have a solid strategy on what are the steps to take and implement, little by little. But with a solid platform, you can practice what you learn and collaborate with ease.
With Holaspirit, you’re able to put in practice transparency, collaboration, decision-making and more.
How do we implement Holaspirit in my organization? A must-read article that might answer your burning questions.
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