Push Approach References A Top Down Leadership

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Uniquely, various leaders in organizations have faced a similar struggle where their chosen career does not necessarily correspond with their passion. However, they have risen to a leadership position by identifying ways to be passionate about work. This often takes the form of embracing change in an organization, becoming adaptable and flexible to overcome challenges while being agile in solving problems. As they do so, organizations come to respect their abilities, praise their accomplishments and drive their careers. This ultimately creates passion for leaders as they come to understand that their contributions do matter. As these leaders gain power, they must understand where they came from and that there are various other employees who feel stuck and unable to make a difference. It is up to leaders to use the three levels of pull to achieve their potential. Specifically, pull is counterintuitive to the push methodology that corporate America has traditionally used to achieve results. The push approach references a top-down leadership approach where employees are forced into certain roles that meet the organization’s needs without considering an employee’s own interests. Through this, it is easy to see why countless workers in corporate America lack passion for work – they are not given a chance to contribute in a manner that is conducive to their personalities. Alternatively, pull works from a bottom-up approach where organizations access workers when needed.
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