The Power of Likeability

Think about the best leader you have ever worked for. How would you describe them? What made them different from others? Now, think about the worst leader you have ever worked for. What didn't they do that made an impact on your life?

There is a high probability that you liked working for one and didn't enjoy the other. It would be easy to assume that our ability to like them had an impact on how we viewed them. In fact, there is scientific research that shows the correlation between how much we like a leader and how we rate their effectiveness.

It's natural to want people to like us. We all want to be liked by those around us and to lead. Developing likeability as a leader can be a valuable strength, as it facilitates building trust and strong connections with team members. A well-liked leader often experiences improved communication, enhanced collaboration, and the cultivation of a positive work environment. Additionally, likable leaders are better positioned to inspire and motivate their team members. They are more likely to gain support for their ideas and initiatives, making it easier to drive necessary organizational changes.

However, leaders must be mindful of the potential downsides of overly relying on likeability. A leader who places excessive emphasis on being liked may prioritize popularity over making tough decisions or providing necessary feedback. Focusing only on likeability can lead to a lack of respect from the team and hinder the leader's ability to address conflicts or performance issues. Furthermore, a leader's desire to be liked by everyone can result in difficulty in making difficult decisions that may not be popular, ultimately hindering the progress and success of the team and organization.

Leaders should prioritize building authentic, trust-based relationships with their team members to leverage likeability as a strength effectively. This involves being genuine, transparent, and empathetic in their interactions. Additionally, leaders can use their likeability to foster a positive and inclusive work culture where team members feel valued and motivated to contribute their best effort. By balancing likeability with the ability to make tough decisions and provide constructive feedback, strong leaders can effectively use their positive rapport to drive organizational success.

Leaders should also focus on developing a well-rounded set of leadership skills. This includes prioritizing abilities such as decisiveness, accountability, and courage alongside their likable traits. Leaders can create a healthy balance between being liked and respected by effectively setting clear expectations, holding team members accountable, and making tough decisions when necessary. This approach tends to lead to longer-lasting and more effective leadership. There is no reason why leaders can't earn their team's respect while still maintaining positive relationships and a supportive work environment.

Likeability is an asset that can be effectively used by leaders. By capitalizing on positive rapport to inspire, motivate, and foster collaboration within their teams, leaders can drive organizational success. However, it's essential for leaders to be aware of the potential drawbacks of relying too heavily on likeability. To drive sustainable success within their organizations, leaders should develop a well-rounded set of leadership skills to effectively address challenges.

Be mindful of what you are looking for regarding team feedback. Are you searching to be liked or respected? It doesn't mean that you need to be a jerk to your team, but you should regularly check your intentions and adjust accordingly.

Who has shown up in your life as a strong leader that you liked? What was it that made them both likable and respected?