8 Ways Good Leaders Truly Connect With Their Employees

The Future of Leadership, exclusively on LinkedIn, provides big ideas for making your work and business be great for people and for profits. Subscribe here to get future editions. And don't forget my free workshop at the bottom!

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Leadership has been written and talked about for decades, with great authors defining it in different ways and calling it different things. In the end, most of these folks have been talking about the same things.

The simple truth is that leadership (and life, really) is about people and relationships. And you can start with the proven fact that great leaders are real people unafraid to express their emotions. In the literature, they are often referred to as having "authenticity."

But the term "authenticity" is misunderstood and perceived as soft. It doesn't jive well in a cold, transactional, bottom-line business world. We need to unpack this for a day-to-day application so most heads will nod and say, "Ah, I get this and I can do it."

Here's how exceptional leaders make a difference by displaying their authenticity:

1. They Show Up with Their True Selves

Sometimes when the rubber meets the road, the tendency is to hide, withdraw, stonewall, or put on a mask.

And that mask hides who we truly are; maybe through how we order people around, or how we forcefully command attention with a false charisma.

Ever been around boisterous and loud leaders who are three decibels above everyone else? There's a perception that because I speak loudly, I will command respect. But false charisma is driven by hubris, which we all know is not sustainable. 

Authenticity is showing up with your best self. It's leading from your mind and your heart. You show up with:

• Emotional honesty
• Excellence in everything you do
• A great attitude
• Openness to receiving feedback
• Self-awareness of not only your feelings but those of others in your sphere of influence.

2. They Treat Themselves (and Others) as Human Beings

Great leaders display authenticity by making room daily for laughter and joy while accepting that they're not perfect and that they make mistakes.

These leaders will resist the tendency to protect themselves at all costs. When they make mistakes, they will admit them.

And when employees make mistakes, it's safe for them to risk being open enough to say, "Hey boss, I messed up." They can say this due to the high levels of trust built over time with those healthy leaders.

3. They Approach Conflict by Looking at All Sides

Authentic leaders don't assume and jump to conclusions. They look at difficult situations from several angles. They talk to several people for perspective, get clarity, and then determine a course of action. Sometimes the final decision may not be popular, but it's the right one.

In dealing with conflict, authentic leaders have the courage to run toward the eye of the storm ... because they know that cutting through a conflict to resolve a problem with respect and dignity is easier than the negative consequences of running away from a conflict.

4. They Speak Their Truth

Being authentic means you don't say things to sugarcoat, to try to please others, or to try to look good in front of your peers. You don't betray yourself or others by using words or making decisions that are not aligned with who you are. You speak clearly, honestly, and with integrity. That's why authentic leaders usually have great reputations.

5. They Are Teachable

Another way of being authentic is to gladly accept the role of a learner. Authentic leaders know it will make them better. They know that each person has something important to teach them. Truth is, good leaders don't always know what is needed and what to do; they are willing to ask questions and are sincerely interested in the answers.

6. They Listen to Understand

Authentic leaders listen to understand, which is a rare and forgotten leadership skill. They don't dominate the conversation by talking only about themselves or the task at hand.

In meetings or one-on-ones, they listen and reflect back on what they heard to clarify ("What I hear you saying is ..."), and they ask questions to probe the other person's feelings or opinions on a task or direction a project is heading. That can be as simple as: "Tell me how you feel about this."

The listening has one overarching goal: to find ways to connect with and help the other person succeed. Having your employees' best interest in mind gives leaders the edge on building trust when it matters most.

7. They Are Accessible

Authentic leaders are out in front of the organization sharing plans for the future, and being open and transparent even during hard times. They don't hide behind closed doors or conveniently delegate important communication needs to others.

Employees will look to leaders for information, clear expectations, and status of what's going on when the chips are down. This is the best time to get real, show support, open the floor for discussion, and have a genuine interest in what team members are thinking and doing. This is the gateway to connecting with them on an emotional level.

8. They Promote Trust

The previous seven points culminate with this ultimate leadership practice. In trustworthy organizations, people respond to leaders they can trust and are motivated to another stratosphere because they feel safe.

When employees are allowed to take risks, exercise their creativity, communicate ideas openly, and work alongside their leaders in a spirit of collaboration, you will see employee satisfaction skyrocket.

Which of these ideas do you agree with? What would you add? Leave me a comment.

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Podcast Highlights

The Love in Action podcast, which I host, is now heard in 140 countries. Every week I will feature a recent conversation with a global leadership expert or CEO.

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I recently sat down with Walt Rakowich, the former CEO of Prologis and prolific author of a brand new book, Transfluence: How to Lead with Transformative Influence in Today’s Climates of Change.

Some of the highlights from our conversation:

• Rakowich shares a practical guide to overcome the obstacles that prevent leaders from having transformative influence in the workplace. 
• Rakowich shares his compelling journey to keep his former company afloat during the great recession of 2008. The lessons are especially applicable during today's pandemic.
• Rakowich shares how his imposter syndrome impacted his professional life, and made his employees wary of approaching him. A coach he hired made him realize that he was taking on too much of the burdens of work by himself. 
• Rakowich shares the importance of building a strong microclimate to set leaders up for success, and the steps to doing just that. 

Listen to the full episode here:

Web: https://www.marcelschwantes.com/walt-rakowich/ ?

Apple Podcast: https://apple.co/3kwlfqz

Spotify: https://spoti.fi/3ku5QH6

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News & Trends

Top insights, strategies, and research from experts around the world.

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- 10 Stress Relief Tips to Help Keep Leaders Calm

As published in the New York Times, if pandemic stress and presidential election/inauguration stress feels like more than you can handle, try these tips to help you cope. [read article]

- Groundbreaking Report: Women CEOs in America

Three organizations devoted to advancing women business leaders—The Womens Business Collaborative (WBC), C200, and Catalyst—teamed up to create a groundbreaking report on women CEOs in America. The first of its kind report tells a comprehensive story of women CEO leadership today in both publicly and privately owned businesses. The report highlights the progress and opportunity for continued advancement in promoting women CEOs in businesses of all types. Explore the full report and view their proposed goals and metrics for success here.

- Managing Emotions at Work

Should we bring our emotions to work, or is it a detriment to conducting work? Deloitte's Chief Well-being Officer, Jen Fisher, posits that leaders must lean into their humanity by "debunking the myth that emotions don't belong in the workplace." Citing research, Fisher offers five lessons on managing emotions at work in order to get results from your team (and from yourself). [Read all five tips]

- 10 HR Trends For The Next Normal Of Work

Jeanne Meister, a partner with Future Workplace, an HR Advisory and Research firm, writes in Forbes. "It’s clear now, the pandemic has forced the type of workplace experimentation that would have taken years to happen. As we head into 2021, how we work, where we work, and the technologies we use to stay connected will change forever." Meister providses expert insights on what you should include on your HR agenda for 2021. [Read the article]

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Top 3 Most Read Inc. Articles

The three most globally-read articles from my Inc. column. This week, check out:

• Elon Musk: How to Become an Expert in Any Field [read article]
• 7 Signs to Instantly Identify Someone With a Bad Leadership Style [read article]
• 3 Easy Ways to Tell Whether You're a Good Boss [read article]

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New Leadership Workshop

Thanks for engaging in the conversation! Please leave me a comment and let me know what's on your mind. As always, I'm here to help you grow as a leader. Register for my brand new online leadership workshop, based on the successful principles of Servant Leadership.

At your service,

Marcel

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About Marcel Schwantes

Marcel Schwantes is a speaker, executive coach, leadership advisor, podcast host, and a syndicated columnist with a global following. His work has been featured in Inc., Time, Business Insider, Fast Company, The New York Daily News, CNBC, Forbes, and others. Marcel trains leaders worldwide through his signature virtual course, "From Boss to Leader." He speaks (virtually and in-person) on the human side of work, and how cultures of care, connection, and people-empowerment power companies to outperform the competition.