6 Ways Interdependent Leaders Create Engagement and Loyalty
Discerning leaders excel in business acumen and in using all of their intellectual capabilities to understand what’s happening below the surface of their organizations and thrive in communicating and engaging their employees in the process. They are tuned into the undercurrent and cultural sensitivities that are part of their organizations. They are excellent in discerning which communication is needed to achieve the results they seek for their business. These leaders take time to step back from their day-to-day activities to regroup and adjust their approach before taking action. While some leaders come by these competencies naturally, pharm the good news is they can be learned.
Discerning leaders are Influencers. Influential leaders share compelling stories with their employees and colleagues to capture the imagination, ambulance change mindsets, influence and engage their teams. They don’t rely only on their positional power. Influencers lead by example, which in turn, promotes the right behaviours that are critical to success, and they influence decisions across the company to ensure everyone achieves the results they seek.
Discerning leaders are Change Facilitators. Facilitating leaders understand how change impacts the people, tools, structures, processes, policies and culture of the organization. They prepare their employees in advance, so they understand the nature and scope of the change, the reasons why it’s necessary and they create, share and implement strategies to mitigate the impact of change. They create forums, formal and informal, for employees to raise concerns and to address the preoccupations that could derail change efforts. Facilitating leaders are constant communicators during periods of significant change, they articulate the benefits realization and lessen the impact on all stakeholders through effective communication and thoughtful action.
Discerning leaders are Astute. Leaders who are highly discerning are astute in gaining insights and increasing their awareness and perceptions of their organizations and the environments in which they operate. These leaders understand that there are different sources of intelligence to draw upon and they use these sources to their advantage. They rely on logical, kinesthetic, spatial, naturalist, emotional, linguistic, interpersonal and rhythmic insights, intuition and intelligence to make well-informed decisions.
Discerning leaders are Culturally Aware. Culturally aware leaders take into account the diversity, traditions, beliefs, customs and folklore that make up the organizations they lead. They are knowledgeable and sensitive to the uniqueness and diversity of their culture and they are competent in inclusive environments where diverse cultures can flourish and create value. They ensure that policies, programs and processes are consistent with and incorporate the cultural values they promote.
Discerning leaders are Politically Savvy. These leaders know that politics are part of every organization and they are savvy in managing the political landscapes in their organizations. These leaders understand and appreciate how decisions are made and make sure they are tapped into the right information sources. Politically savvy leaders use their skills to influence decisions. They appreciate that employees are savvy as well and spend their time and efforts to remove barriers that unnecessary politics can cause. They learn to manage their own political power for the benefit of the organization, its employees and their customers.
Engaging Leaders lead from a position of trust rather than power and title. They understand the value of investing time and energy in building strong interdependent relationships and they excel in their ability to nurture those relationships. These leaders take time to know their employees and all the stakeholders they interact with on a regular basis and they are masters at engaging individuals in meaningful conversations.
Interdependent leaders are Trusted Communicators. Leaders who create trusting,
Interdependent leaders are Relationship Builders. Leaders who invest time and energy in getting to know their employees, what’s happening at work and in their personal life build lasting and trusting relationships. They do the same for customers and colleagues. They use empathy and respect when they need to hold courageous conversations to deal with issues head on. They have a laser focus on building and maintaining long-term, loyal relationships.
Interdependent leaders are Engaging and Inspiring. Engaging leaders share compelling business decisions and rationale and foster open and multi-directional dialogue with employees. They understand that engagement is key to achieving breakthroughs and delivering outstanding performance. Engaging leaders understand the powerful impact of recognizing employee efforts and by making the recognition memorable. They create an environment that empowers employees to achieve their highest levels of performance and grow their capabilities in the process.
Interdependent leaders are Talent Developers. These leaders understand the sum total of the talents, capabilities and motivations within their teams and they inspire employees to stretch and grow. They hold regular career discussions with employees and support the development activities that helps them prepare for their next opportunity. They model and promote self-development and understand that a stronger team makes a stronger organization, even when it means employees in their teams may move to other parts of the organization. They also know how to seek feedback to continually make adjustments to their own development and performance.
Interdependent leaders are Coaches and Mentors. Coaches listen intently and ask powerful questions to encourage employees to find their own solutions. These leaders know the value of providing timely and genuine feedback to help employees learn and continue to reach higher levels of performance. They help employees surpass their perceived limitations and inspire them to think broadly, learn from failures and shape new perspectives about their own capabilities. Rather than wait for formal performance management cycles to engage their employees in meaningful feedback, they see it as a continuous process in their everyday leadership activities.
Interdependent leaders are Collaborators. Collaborative leaders model teamwork within their own teams and across business units. They remove roadblocks to enable collaborative efforts. These leaders create a culture where employees develop a sense of pride and ownership in the work they do, and as a result, employees hold each other accountable. Collaborators are sharers of information and encourage everyone involved to share and learn from each other.
Join me next time as we look at the competencies of a Self-Leader.