Leadership is generally understood as leading others to get things done. “Leadership is the art of getting someone else to do something you want done because he wants to do it.” (Dwight D Eisenhower)
The challenge many leaders face is the tendency to focus on what they want those under their leadership to get done at the expense of one of the most important aspects of their responsibilities: the human side of leading. What I mean by the human side of leadership is the relationship aspect of leading.
Relationship-driven leaders empower and inspire their followers to do great things.
A relationship-driven leader empowers others and considers empathy essential to creating strong, productive teams. This type of leader also views decision-making through a relationship-focused lens vs. a power or title-based perspective. Bobbie Little
The use of power and/or authority to lead people is becoming a less effective style of leadership in the 21st century. People do not want to be treated as a means to an end for a paycheck. They want to feel valued and respected in the workplace. This is especially true for younger members of the workforce.
Younger workers overwhelmingly prefer relationship-driven leaders and a sense of community. They challenge the traditional model because they value relationships and leaders who respect their ideas and perspective, and consult them on decisions.
This need to be valued and respected is true in the church as well as in secular work. People give their best and work their best when leaders are as invested in the relationship of those who work for them as they are in achieving the goals and objectives for which they were hired.
Even if the paycheck is good, people leave when they don’t feel valued and respected. People are more driven by job satisfaction than job compensation.
The human side of leadership calls for leaders to show those they lead that they care about them as persons, and that they are invested in their well-being, well beyond the workplace.
If you are going to lead well and succeed, you must pay attention to the human side of leading. You will have to invest in the relationships of those closest to you on your team. In turn, they should invest in the relationships of those closest to them, and the ripple effect will continue.
Relationship-driven leadership is more caught than taught. As people experience a caring relationship with their leader, and see how it impacts their overall life and performance on the job, they also are inspired to care for those they lead.
Providing and casting vision, setting goals and objectives, and hiring the right people for the organization are all very important work the leader must do. But if she does all those things with excellence yet fails to intentionally invest in the relationships of those she leads, she will not succeed as a leader. Successful leaders know they must find the balance between being task driven and relationship driven.
Relationship-driven leaders are more empathetic, patient and tolerant. They approach decision-making subjectively, using personal values as a guide and examining how each option will impact others. They are approachable, strive for harmony among their employees and work to build consensus and trust. They also admit when they’re wrong and seek constructive criticism. Bobbie Little
Are you task-driven or relationship-driven? Have you found the balance? I think these are a couple good questions to ask those who report directly to you during their next one on one with you.
If you would like help in achieving your goals as a leader or in any area of your life, call us at 208-880-0307 or email us at errol@errolcarrim.com to schedule a complimentary coaching session. To read Errol’s other posts, visit Christ-Centered Life Coaching.