Do you have leadership courage?
One of the common aspects I’ve noticed about courageous leaders is that they have a support network of solid relationships. You see, trusted and respected friends can offer critiques without causing offense. We know our friends won’t discard us, which diminishes any fears of rejection. Building relationships with colleagues and subordinates similarly helps you grow and improve.
Courageous leaders pave the way in building staff trust. Employees respond with trust when their leaders trust, appreciate and support them. Employees who trust you become followers and supporters, which is the best medicine for leadership fears.
Crafting a culture of trust is one of a leader’s most important jobs, and it starts with valuing and engaging people. Giving them the help and support they need earns their trust. As you set the example, let them learn that helping one another is the most effective and productive way to work, where goals are reached and people attain their full potential. There’s less to be afraid of when unity prevails.
Active listening is foundational to developing relationships. Improving this often-overlooked skill builds trust and strengthens connections. Show interest in your people through engaging conversation, where you ask questions and do less of the talking. This shows that you care, and it cannot be faked. People can always sense a lack of sincerity.
Offering your people understanding and empathy in their times of struggle forges loyal relationships that are extremely helpful when you start to doubt yourself or your abilities. Trying to see things from others’ perspective is key. Sometimes people just need to be heard, but if you can help with a solution, you can establish even greater trust.
Improving your communication skills helps mitigate fears, especially when you’re faced with serious challenges. Be clear, and ask others for clarity. Make points that are relevant to the other person’s perspective.
Leadership expert Tony Robbins stresses the importance of discovering others’ needs with openness and sincerity. When both parties express their needs with mutual understanding, they honor each other and establish respect. You’re more likely to find workable solutions that meet everyone’s needs when respect is evident. Situations seem less scary, your confidence rises, and issues are resolved more readily.
What do you think? What types of support networks do you have in place? I’d love to hear from you. You can call me at 561-582-6060, or, I can be reached here or on LinkedIn.
