employee-focused leadership

Collaborative group process and employee-focused leadership was of no interest to senior executives in the company. Zoe knew she had to do something. A driven, ambitious woman and recent business college graduate, she found herself increasingly frustrated with her immediate supervisor, who showed little interest in her career development.

Despite Zoe’s dedication and eagerness to grow professionally, her supervisor seemed content with maintaining the status quo. Determined to take control of her own future, Zoe embarked on a journey of self-discovery and empowerment. She sought out training resources that aligned with her values and professional aspirations.

She enrolled in a collaborative leadership course and discovered that it aligned with many of her strengths and values. Through her personal initiative, Rachel secured an entry level position in a startup and used skills learned in her training to build connections and clear communications with others. Since what Rachel studied helped her build helpful relationships with others, she was made a team leader in the company within two years.

Connecting with like-minded business founders who shared her passion for personal and professional growth in the workplace would not have happened without Rachel’s personal initiative. Rachel’s origin work story, however, is not unique. The hierarchical work culture often leaves recent college graduates will little hope for their career advancement and future.

Organizations that have effectively transformed their hierarchical culture to one that is more collaborative and employee-forward, typically have a highly strategic HR team and are often led by a chief people officer who wields significant organizational influence and whose champion is the chief executive.  Sadly, this was not the initial case for Rachel who was recruited right out of college and others like her.

Why is collaborative group process and employee-focused leadership important today?

Collaborative group process and employee-focused leadership have become increasingly important in today’s world due to several factors:

Complex Problem Solving

Many challenges and problems faced by organizations today require diverse perspectives and collective intelligence to find effective solutions. Collaborative group processes allow for the pooling of ideas, expertise, and resources, enabling organizations to tackle complex problems more efficiently and creatively.

Innovation and Creativity

In a rapidly changing and competitive landscape, innovation and creativity are key drivers of success. Collaborative group processes foster an environment where individuals feel comfortable sharing their ideas, taking risks, and exploring new approaches. This collective effort can lead to breakthrough innovations and fresh perspectives that propel organizations forward.

Increased Diversity and Inclusion

With greater awareness and emphasis on diversity and inclusion, organizations recognize the value of different perspectives and backgrounds. Collaborative group processes ensure that diverse voices are heard and respected, allowing for a broader range of ideas and solutions to be considered. This inclusive approach not only promotes fairness but also enhances the quality and relevance of decision-making.

Employee Engagement and Satisfaction

Employee-focused leadership prioritizes the well-being and development of employees. When leaders genuinely care about their employees’ growth, provide support, and foster a collaborative culture, it leads to higher levels of employee engagement and satisfaction. Engaged employees are more motivated, productive, and committed to achieving organizational goals.

Retention and Talent Attraction

In today’s competitive job market, organizations that prioritize collaborative group processes and employee-focused leadership are more likely to attract and retain top talent. Employees seek environments that offer opportunities for growth, a sense of purpose, and a supportive culture. Organizations that demonstrate these qualities are better positioned to attract and retain skilled professionals like Rachel.

Adaptability and Resilience

In an increasingly volatile and uncertain world, organizations must be agile and adaptable. Collaborative group processes enable teams to respond more effectively to changes, identify opportunities, and navigate challenges. Employee-focused leadership fosters resilience by creating an environment where individuals feel supported, encouraged to learn from failures, and empowered to take calculated risks.

Organizational Culture and Reputation

Collaborative group processes and employee-focused leadership contribute to shaping a positive organizational culture. When employees feel valued, respected, and included in decision-making, it creates a culture of trust, transparency, and collaboration. Such a culture not only improves internal dynamics but also enhances the organization’s reputation, attracting stakeholders who appreciate and support ethical and people-centered practices.

Collaborative group processes and employee-focused leadership are crucial in today’s world due to the need for effective problem-solving, innovation, diversity and inclusion, employee engagement, talent retention, adaptability, and cultivating a positive organizational culture. Organizations that prioritize these approaches are better equipped to navigate the complexities of the modern workplace and achieve sustainable success.

Introducing the TIGERS 6 Principlesapproach to employee-focused leadership and collaborative group process

The TIGERS 6 Principles is a behavior model based on group norms that promote trust, interdependence, genuineness, empathy, risk resolution, and success in group processes and member behavior. These principles serve as a foundation for building strong teams and communities, fostering collaboration, and achieving positive outcomes in various settings.


Trust is the cornerstone of effective teamwork. It involves establishing credibility, demonstrating reliability, and fostering open communication and transparency within a group.


Interdependence emphasizes the importance of cooperation and collaboration among team members. It recognizes that individual success is intertwined with the success of the entire team.


Genuineness encourages authenticity and sincerity in interactions. It involves being true to oneself and fostering an environment where team members can express their thoughts, ideas, and concerns openly.


Empathy involves understanding and valuing the perspectives and emotions of others. It promotes a supportive and compassionate atmosphere where team members can connect on a deeper level.

Risk Resolution

Risk resolution focuses on addressing conflicts and challenges in a constructive manner. It encourages open dialogue, problem-solving, and a willingness to take calculated risks for the benefit of the organization.


Success is achieved when the team’s goals are met, and individual members feel a sense of accomplishment. It involves celebrating achievements, recognizing contributions, and fostering a culture of continuous improvement.

These principles form a cohesive framework that guides individuals and teams in their pursuit of effective collaboration, positive relationships, and successful outcomes. By embracing these principles, organizations and individuals can create a culture that promotes trust, collaboration, and growth, ultimately leading to enhanced leadership development and future success.

The Future of Leadership Development with the TIGERS 6 Principles

The TIGERS 6 Principles offer a transformative approach to leadership development, bringing forth a multitude of anticipated benefits and outcomes for both organizations and individuals. By embracing these principles, organizations can expect improved team cohesion, enhanced collaboration, and increased productivity.

The principles promote a culture of trust, interdependence, genuineness, empathy, risk resolution, and success, leading to stronger relationships, effective communication, and higher employee satisfaction. On an individual level, leaders who incorporate the TIGERS 6 Principles into their practices are likely to experience personal growth, increased self-awareness, and enhanced leadership abilities. They often become adept at fostering inclusive environments, empowering their teams, and driving positive change within their organizations.

The TIGERS 6 Principles have a promising outlook for shaping the future of leadership development. As organizations navigate an ever-evolving landscape, characterized by rapid technological advancements, globalization, and changing workforce dynamics, the principles provide a solid foundation for effective leadership in the digital age and knowledge economy.

Not unlike Rachel’s personal quest, the principles align with the evolving needs and expectations of employees, who seek leaders who prioritize collaboration, inclusivity, and meaningful connections. By incorporating the TIGERS 6 Principles into leadership development initiatives, organizations can foster a new generation of leaders who are equipped to navigate complexity, lead diverse teams, and drive innovation.

The principles offer a human-centric approach to leadership, ensuring that leaders are not only focused on results but also on the well-being and growth of their team members. Ultimately, the TIGERS 6 Principles have the potential to revolutionize leadership development, empowering leaders to create thriving and sustainable organizations.

 Take this conversation deeper

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Copyright TIGERS Success Series, Inc. by Dianne Crampton

TIGERS 6 Principles About the TIGERS 6 Principles

The TIGERS 6 Principles emerged from Business, Education and Psychology Group Dynamic Research. Independently evaluated twice for reliability and validity, the TIGERS 6 Principles offer a comprehensive system for collaborative workforce and leadership development. Visit TIGERS Learning Center here.