This is the case with many employees who, in good faith, make additional efforts for the benefit of the organization, but are met with lack of encouragement and support.
An employee who takes on leadership responsibilities that fall outside his or her job title is called an “informal leader.” Many managers give informal leadership tasks to some employees to prepare them for the future; In a valuable study led by 5 researchers that included more than 500 respondents and was published under the title “Research: The Effects of Informal Leadership,” the results showed that the best way in which managers can support the professional development process of their employees and improve the performance of their entire teams is to encourage promising talents to assume informal leadership responsibilities.
Participating in the leadership of a team or project may give rising leaders valuable experience and prepare them to assume formal supervisory or managerial roles in the future, which also adds value to the entire organization in the long run. However, this approach is marred by a number of negatives in the short term, such as stress and fatigue that affect the unemployed leader. Official.
The world's largest companies rely on informal leaders and give them different labels; For example, the famous fashion company Gucci (Gucci) on a group of informal leaders called the “Shadow Board,” as CEO Mario Bizzarri describes in the article “Why is it important to create a “Shadow Board” of young employees? It is: “a council that includes people who hold different positions, and they are the most brilliant employees within the organization, many of whom are very young.” As for the Finnish company “Stora Enzo” (Stora Enso), calling them "explorers and road builders" (Pathfinders and Pathbuilders), The company calls them GroupM India (GroupM India) "Youth Committee" (Youth Committee).
