How do you show your business colleagues that you care about them as people? Security, strength, support, and peace. Those were the words used in the surveys Gallup conducted.
People want some sense of stability in their work environment. In chaotic times, this can be challenging for leaders to provide. But this desire echoes the consistency theme. Financial stability is a crucial part of this need for security. How are you providing a sense of stability in your company? What information are you sharing to give people confidence about the business and how often are you sharing it?
Finally, followers want to know there is a future and direction for the company. Without hope, uncertainty and paralysis can take the upper hand. How are you sharing your vision for the future with your team? Think Tank Blog Article. Why do people follow? Smart leaders hire people who compliment their skills and fill in the gaps where their expertise is not as deep.
They trust the people they work with and have no problem delegating projects. They are encouraging and inspire employees along the way, rather than question their decisions and progress. One of the most important things about being a leader is taking ownership for your actions.
Offering up excuses and pushing blame on others is cowardly. Great leaders stand up for their team and protect them from fallout. Each of the four values mentioned above fall to the wayside if leaders are not consistent. Great leaders take great pride in knowing their values, and remain steadfast in what they stand for as a person.
The truth of the matter is, we spend most of our lives working. The exceptional leaders out there understand the occasional personal sacrifices we have to make in order to hit a deadline or reach a goal.
Most theoretical definitions are based on the belief in the reliability, truth, ability, or strength of someone or something. At Athlete Assessments, we often speak about the importance of a quality coach-athlete relationship , and how this can be used to improve athlete performance. For more information on this important topic, you might value reading another related article: Behavioral Predictability for Building Trust. From a productivity perspective, the book shows that trust also increases the speed and efficiency in getting things done.
They use the comparison between two people working together on something who do not know each other, compared to two people who have already established a basic level of trust. In contrast, the second pair can get things done in a fraction of the time as their trust allows them to skip the formalities and get straight to the most important aspects of their work together. Respondents also used words such as honesty, integrity and respect as distinct contributions from the leaders in their lives.
All of these words are outcomes of strong relationships built on trust. On the contrary, the topic of trust dominated the discussions of struggling teams… Relationships flat-out trumps competence in building trust.
Followers want their leaders to show genuine compassion for them, at least in the same way they would care about a friend or family member. In sport, we see the significant impact of people who show genuine care for those they work with and coach too. Coach Wooden is always a phenomenal example of this in how he talked about athletics being a vehicle for the development of young men, their character, education and contribution to society.
It is a role of true significance and meaning, never should it be about money. It is fundamentally about building relationships with young people.
We know this quality to be reflective of the degree to which an employee or athlete is engaged in their job, role and team organization. For similar sporting examples, you might be interested to read the article Do Your Athletes Care?
Followers want a leader who provides a solid foundation, being someone they can always count on in times of need. Follows need to know that their leaders have core values that are stable to provide an environment where they know what is expected. Those surveyed also mentioned words such as security, strength, support, and peace. Our need for stability and security plays into nearly every decision we make.
At a very basic level, employees need a paycheck, and they need to feel secure about having a job. If managers and leaders no not meet these basic needs, they are sure to face resistance. The article mentioned earlier, Behavioral Predictability for Building Trust is a great reference for this point too. In that article, the focus is on helping coaches create more positive relationships with their athletes through behavioral predictability — behaving in a consistent manner.
When coaches behave in a predictable manner, athletes feel as though they have a better understanding of their coach. This helps the athlete to know where they stand and how to most effectively work with their coach. The same can be said about building a high-performance team. Knowing how each individual team member is likely to behave in varying situations is something we have found most high-performance coaches to be extremely interested in.
Behavioral predictability is a major factor in the concept of trust which loops back to the earlier section. Trust is largely about being able to predict a known outcome. From a coaching perspective, it is crucial that coaches provide an environment in which their athletes feel physically and emotionally safe.
Safety is a low level motivational driver. Once you remove the perception of safety, an athlete will struggle to produce a high level of performance.
Emotional safety means being in an environment where you are able to act, think and feel without fear. Emotional safety is a measure of how the athletes are spoken to, treated fairly and with respect, feel cared about, praised and their self-esteem is supported and developed or not.
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