---
title: Horizontal Leadership in a Digital Age
description: Horizontal leadership is critical as people from different departments and disciplines get pulled together to complete projects.
image: https://blog.madisonpg.com/hubfs/Blog/5.5.15.jpg
---
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# Horizontal Leadership in a Digital Age
May 5, 2015
| By[Mike Ryan](https://blog.madisonpg.com/author/mike-ryan)
The workspace is changing. In fact it’s less a “space” than it is a collection of resources connected in mind and spirit through digital technologies. All of that is changing the way work gets done and how people perform and relate to one another.
How so? The digital economy is giving greater prominence to the practice of “horizontal leadership”— an employee’s desire and willingness to exercise their influence even when they don’t have the formal authority to do so. Horizontal leadership is critical as people from different departments and disciplines get pulled together to complete projects. If you ask me, evidence of horizontal leadership within the ranks of an organization is one of the most telling indications of a business’s long term health. It means it has people willing and able to step in and get the job done.
Many of today’s younger employees are anxious to demonstrate their leadership skills. As businesses look to encourage and nurture horizontal leaders, they would be smart to not only give them the opportunity to do so, but also the tools they need. Today's employees, particularly those early in their careers, want opportunities to influence outcomes, contribute ideas, and make a meaningful impact long before they hold formal leadership titles. They are motivated by the chance to solve problems, collaborate across teams, and earn the trust of their peers. Organizations that create those opportunities not only accelerate employee development, but also build a stronger leadership pipeline for the future. By encouraging initiative and empowering employees to lead through their actions rather than their job titles, companies create a more agile, innovative, and collaborative workforce that is better equipped to respond to changing business needs.
One of the attributes of social recognition systems is that they give emerging leaders the chance to recognize the contributions of others. This helps on two levels: It helps satisfy the employee's desire to give their feedback and it also helps companies encourage horizontal leadership within their ranks. By giving employees the ability to publicly acknowledge the efforts of colleagues, organizations reinforce the behaviors that inspire teamwork, accountability, and shared success. Recognition becomes more than a manager's responsibility—it becomes a leadership behavior practiced throughout the organization. Over time, that culture of peer-to-peer appreciation helps employees develop confidence, influence, and credibility, strengthening leadership at every level of the business rather than only at the top of the organizational chart.
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