Relational Leadership: LinkedIn Poll Sheds Light on Top Strategies for Workplace Success

There is no question – the demands on leaders have never been more sophisticated and complex than they are today. The range of abilities needed to be a successful manager have expanded well beyond overseeing performance and now require the ability to be relational - or, to nurture positive relationships among team members, colleagues, and stakeholders.?

In previous eras, when the job market and economy looked different, transactional leadership was enough to keep businesses afloat. This was a simple, top-down approach that focused more on task-oriented activities and exchanges. But with the evolution of the workplace comes a necessary evolution of leadership. This has far less to do with titles and hierarchy and much more to do with interpersonal dynamics, emotional intelligence, and fostering positive relationships as a means to achieve organizational goals.

POLL RESULTS:

Here is the breakdown from our recent LinkedIn poll to learn which skills you, as a community of leaders, are using most often to connect relationally with employees:?

54% engage in two-way conversation.?

Relational leaders understand the value of open communication. They actively listen to others, encourage dialogue, and promote the exchange of ideas. They seek to understand diverse perspectives and ensure that information is shared transparently and effectively. They also seek to understand employees as people, not just for what they do.?

Looking to do this more? Next time you engage in conversation with an employee, ask yourself, “am I listening more than I talk?”. If you sense an imbalance, invite your employee to share more thoughts (“tell me more about that”) and commit to the practice of active listening.??

19% ask questions.?

Asking questions promotes engagement, empowerment, communication, and critical thinking. It strengthens mutual respect in a leader-employee relationship and contributes to a positive and productive work environment. It also makes employees feel like valued partners in the organization, rather than just another cog in the wheel.?

Looking to do this more? In your next one-on-one meeting, ask your employee a few general check-in questions. Try out some of the following to gain new insights on their experience:

• What do you enjoy most about your job?
• Are you facing any current challenges I can help you overcome?
• What is one thing that would make your experience here better?

16% provide encouragement.

When you encourage employees, you show you are invested in their growth and success. This gives them more confidence and inspires them to perform at a higher level. Employees are more likely to feel connected to you when they see you come alongside them and lift them up through challenges and successes.?

Looking to do this more? Try dropping a note before an upcoming event that is important to your employee. It can be big or small, personal or professional. Just let them know you are rooting for them and believe in their ability to succeed.?

11% express empathy.?

Empathy creates a sense of psychological safety, allowing employees to feel comfortable sharing their concerns, seeking guidance, and voicing their opinions. It promotes a culture of compassion, where individuals feel validated and supported in both their personal and professional lives.?

Looking to do this more? The next time someone shares a challenging situation with you, ask if they are looking for support or solutions. Sometimes, people just want validation that they are facing a hardship (“I’m sorry that happened, I’m here for you”), and aren’t looking for you to solve anything. Other times, they may actually want to brainstorm a resolution, so you can offer suggestions as you have them.

CONCLUSION:

In case it’s a helpful reminder, relational leadership is not coddling. Neuroscience tells us that human beings are social animals, hardwired to seek and maintain relationships with others. When this need is met, we feel psychologically safe and our cognitive abilities - such as memory, learning, creativity, and problem-solving - can function closer to their peak performance.?

Conversely, when employees lack connection at work, the threat system in their brain is activated, releasing chemicals such as cortisol and adrenaline. These chemicals impair our cognitive abilities and literally make work feel harder.?

To learn more about how neuroscience can help you become a better leader and create a high-performance culture, check out my book Thrive By Design: The Neuroscience That Drives High-Performance Cultures or visit my website cultureid.com.