Authentic connections in leadership mean forming genuine, trust-based relationships between leaders and their team members. Maybe also among team members themselves. It’s all about being real, open, and understanding. So having a major human approach.
I’ve written about this topic previously, but want to deep dive into this a little more.
What else does authentic connections at work entail:
- Open Communication: It starts with being open and honest in our conversations. Leaders encourage team members to share their thoughts, feelings, and concerns without worrying about being judged. This creates a safe and trusting environment. Think of the “open door” idea that many bosses used to have. That should not only be an idea but a way matter of mindset, really.
- Empathy: Understanding and caring for each other’s emotions and experiences is crucial. Leaders listen actively and genuinely care about the well-being of their team members, both personally and professionally. Often people mix this up and see it as having to do with people being soft, respectively a risk of people being too soft. When this is exactly not the case.
- Transparency: Leaders are open about their goals, decisions, and where the organisation is heading. They share information and insights to keep everyone informed and engaged. This builds trust and shows respect. And whilst it’s not always possible to share everything, team members appreciate to even know when things cannot be shared. What matters is a having the sense that things are being communicated transparently.
- Respecting Individuality: Every team member is unique, and authentic leaders acknowledge and appreciate that. They respect different values, backgrounds, and perspectives because they know that diversity makes our work environment richer.
- Shared Values: When leaders and team members share common values, it strengthens the bond and sense of purpose. Having shared values helps everyone work towards common goals. To achieve this, each team member or manager must first be aware of their very own values. This can take some time. This can also be a phase of discovery and open up to questions, such as “do your values align with those of your company”?
- Feedback and Growth: Authentic connections support ongoing feedback and personal growth. Leaders provide constructive feedback and mentorship to help team members develop their skills and reach their full potential.
- Caring and Support: Leaders genuinely care about their team members, both inside and outside of work. They offer support during difficult times and celebrate successes together. And what does caring mean? Is a “how are you doing” enough?
- Being True to Yourself: Authentic leaders stay true to themselves and their values. They lead by example and inspire others to do the same. This authenticity creates a culture of openness and trust. And here the circle comes back to authenticity. What does that really mean to you? I’ve always enjoyed Seth Godin’s definition of being consistent, rather than focusing on authenticity. Because only consistency brings authenticity.
Overall, building authentic connections in leadership fosters a sense of belonging, trust, and collaboration. It leads to a motivated and engaged team, better problem-solving, and ultimately, organisational success. Also remember to show appreciation for your team.
All a part of a human leadership approach.
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