Back to Human: How Great Leaders Create Connection in the Age of Isolation

This semester in my Honors Supply Chain Leadership Colloquium, I have read "Back to Human: How Great Leaders Create Connection in the Age of Isolation" by Dan Schawbel. This book is ultimately a guide for myself not only as a future leader, but as an overall member of a productive society in which genuine social connection has slowly been absorbed by the use of artificial technology. Throughout my readings, I have felt more inspired to develop strong relationships within my teams and stray away from technological reliance. The rational fear of disoriented connections in the workplace has been brought to my attention by reading this book, and I hope that by sharing just some of the guidance I have received will motivate you to develop leadership with intention of pure engagement.

Focus on Fulfillment

Dan Schawbel focuses one of the chapters of his book on fulfillment analysis. When trying to navigate your leadership potential, it's important you lay out the basic principles and ask yourself what you truly want and who you truly want to be in the workplace. I really enjoyed reading the section "Focus on Fulfillment" and will be incorporating these key takeaways into my profession.

1. "Focus on relationships over achievement."

This book truly highlights the importance of strengthening our relationships within our teams. In order to achieve accomplishments within our career, it is essential to make sure we have strong ties within the workplace. Considering we spend a minimum of forty hours a week with our colleagues, we must put in the effort to implement relationship building practices.

2. "Identify what makes you feel fulfilled at work and have one-on-one conversations with your team members to learn what makes them feel fulfilled."

It's important to understand that you will not always feel completely fulfilled, but instead you should begin identifying what does make you feel fulfilled. You can begin that process by experimenting, reflecting, and getting feedback along the way throughout your career. When trying to understand what makes your teammates feel fulfilled, you can start by getting to know them on a personal level. Build connections with coworkers by listening to their interests and having conversations about their goals, passions, fears, and unique situations. We need to listen to what our team has to say without interrupting and also set boundaries with our coworkers in terms of technology use. As a leader, it's important to try to remove any obstacles that come with your employee's fulfillment as well as check in on them and make sure they feel heard.

3. "Strive for work-life integration instead of balance."

Work-life balance is a very trendy matter of topic we hear throughout the workplace, and technology overuse only makes this "balance" even more unattainable at times. By approaching the matter with work-life integration instead, we have more control over our life and as Dan Schawbel says, we can "create more synergies among all areas of our lives". Work-life integration is essentially developing the ability to blend your personal and professional goals, and finding a plan or method to execute those goals. The three secrets I read that will allow us to strive for work-life integration include: respecting your boundaries, controlling your devices, and owning your schedule.

Embrace Open Collaboration

In the "Embrace Open Collaboration" sector of this book, the author dives into the concept of collaboration given a technologically heavy workplace environment. Connecting and collaborating require new skills, organizations are designed differently today with more flattened structures, dispersed locations, flexible schedules, and optional environments. The workplace continues to evolve as we use more technology to leverage our communication efforts and stray away from in-person conversations as long as they are not mandatory. Dan Schawbel gives three key ways we can embrace open collaboration in the office and strengthen ourselves as leaders.

1. "Use technology to facilitate real connections."

Technology tools are valuable in the workplace, but should be used to promote relationships and add value to your connections within a team, not replace them. There are ways to utilize technology in an effective matter, such as quick meeting scheduling or informing your coworkers you will be taking a sick day. Times when we should skip technology completely include handling a workplace conflict where both parties are emotionally upset or introducing a new goal for the organization. Dan Schwabel said it best, "when your teammates are more worried about what collaboration tool they want to use and less about the idea of sharing information to accomplish goals, you have a problem."

2. "Engage in open communication."

It is essential to promote a culture of open communication in your team. Leaders can accomplish this by making everyone on said team commit to being open and accessible. This includes setting up some rules, but it is all for the benefit of the team if the group is conforming to a similar standard of communication availability. Leaders also should give real time feedback and share their to-do list to their team. This allows for a flowing conversation back-and-forth and makes everyone feel acknowledged.

3. "Become an active listener."

When leaders actively listen to their team, employees feel more inclined and comfortable to have these in person conversations we are craving. By actively listening to your teams wants, needs, and more, people won't feel as obligated to hide behind an email, in fact they'll feel driven to approach you directly.

"Don't confuse movement with progress." - Dr. Mehmet Oz

It's time to be more human, and less machine. Technology opens a new door to isolation and loneliness, in a world where connection is key. The technological movement in the workplace has its benefits, such as efficiency and automated processes. However, this new light of technological advancements does not mean we are improving our sense of collaboration and connection. As leaders we should strive to put the phone down and walk over a couple of cubicles and start our conversations there. Life is too short to be experienced alone.

A New Direction in My Leadership Philosophy

"Back to Human" has definitely left a great impact on my overall philosophy when determining what it takes to be a leader. One day I aspire to become a leader, and I believe that taking the time to read up on research such as this helps us improve and see leadership abilities in a new light. When I think of a leader or managerial position, I think of constant stress towards a goal of efficiency. Technology can be utilized as a fantastic tool to optimize efficiency, but at the end of the day, I believe it is not truly benefitting someone in their journey to becoming a successful leader. Yes, efficiency is essential for leadership, however there are bigger things at hand, our relationships. Post-read, I find myself more opted to becoming someone who leads with empathy, doing this by putting others first and being fully present. I want to be a leader who is communicating with my presence, not just focusing on efficient emails and technological communication. I want to become a leader who engages with my team, not only to lead them, but to retain their knowledge as well. By engaging to retain, I will pay close attention to remote workers, coach my teammates on how to tackle problems, and most importantly become a support system for my employees.

References:

How Great Leaders Create Connection in the Age of Isolation | Dan Schawbel - The ONE Thing. https://the1thing.com/captivate-podcast/174-how-great-leaders-create-connection-in-the-age-of-isolation-dan-schawbel/