I have said many times that if you want to know the effectiveness of a leader, then ask those who are led. This is because there is no perfect assessment, no bright-line test for what makes a leader effective, and no model that can perfectly determine great leadership. We all know of examples of leaders who excelled in one environment and failed in another, as well as leaders who were average in one organization and proved spectacular in a new role. One of the factors explaining this phenomenon is that leadership is a relational skill; it is about how you interact with others. Sometimes we relate well, and other times not so well, but how we relate is always having an impact on our leadership effectiveness.
So how then can we relate more effectively as leaders? Here are seven simple steps for improving your ability to do so:
- Express genuine care and concern. Odds are, unless you are some kind of misanthrope (in which case I am surprised you are reading this article), you have some level of care and concern for those you work with. Expressing that professionally will help you relate well. Ask “What are the issues you are facing with this assignment?” and then listen attentively to the answer. Asking questions about the impact of something and focusing intently on the answer is one of your best methods for developing quality relationships.
- Establish high standards. When you set expectations with those you work with and establish that your criteria for success are at a level of excellence, you communicate value. Belief in someone’s ability to produce quality output will forge a connection based on performance. Think about a time when someone expressed a belief in you to achieve at a high level.
- Bring in the perspective of others. Ask people what their opinion is and share your interest in the views of others. This will allow you to increase the opportunity of others to contribute to discussion and provide value. This is particularly helpful if someone is shy or reticent to share their opinions, and does wonders for developing a participative team dynamic.
- Share relevant information. Give people the information they need to perform their job better. That may be information about how to complete a task or it may be as simple as sharing new information about an upcoming project that will affect them. I’ve never worked with an organization where I heard that people are kept “too informed.” Go out of your way to transparently share information that affects those around you.
- Role model the behaviors you want to see. You may wonder how this affects your ability to relate to others, but as a leader, you are always being watched. People will pay close attention to what you do, as it will establish a standard for behavior and interaction. This has a lot to do with how people will relate to you. If you want to have a culture where everyone works hard, show a strong work ethic. If you want customer focus to be a priority, behave in ways that highlight customer centricity.
- Clarify your understanding. We have all been misunderstood enough to know it feels bad when it happens. One of the most important contributions you make as a leader is to prevent misunderstandings, and you do this by clarifying and confirming. This also allows others the opportunity to thoroughly express their thoughts to you, which further enhances relationships. Checking for understanding by paraphrasing or summarizing ensures that you have a clear and complete picture of what is being communicated.
- Provide your reactions and candid opinions. People appreciate feedback, and withholding your approval or disapproval comes across as a lack of engagement. Help others to see that you are in fact engaged with them by responding to what they say, even non-verbally. As you provide your reactions candidly, support those you agree with and be appropriately candid about those you do not. People may not be thrilled when you disagree with them but you will establish great rapport by sharing your real reactions with people.
I should highlight that while these ideas may be simple, that doesn’t mean any of them are easy to do. The right behaviors are frequently filled with common sense, yet that doesn’t mean they are common practice. In the same way I completely understand how to swing a golf club, but am borderline incompetent when I have to actually do it. Consistent effort and attention to relating will improve your skill.