During a leadership training, I asked the simple yet incisive icebreaker, “Share one thing that you admire or respect about your manager.” A deep comprehension of the principles of successful leadership surfaced.
In the “creeping circle” activity, 90% of participants enthusiastically highlighted aspects of their supervisors that they considered inspiring, sympathetic, lighthearted, focused, and vivacious. Nevertheless, one person’s quiet said a lot. This lone voice exposed a serious lack of leadership since they could not name even one positive aspect of their management.
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I checked Google the next day to see if this was a common answer. I entered “my manager” into the search bar to see what came up. Immediately, a classic boss versus. employee list emerged without having to hit enter. “My supervisor is toxic.” My management is micromanaging me. My supervisor hates me.
What is the relevance of this to leadership? Many thanks! Let us talk about numbers now.
According to a study by Joseph Folkman and Jack Zenger, the likelihood that a manager who is widely disliked will be viewed as a successful leader is only 1 in 2,000. Developing strategies and making tough decisions are just two facets of leadership. It all comes down to how you influence others’ feelings. No one wants to work harder for a supervisor they do not like or respect. There is a breakdown in trust, efficacy, and communication when team members struggle to identify favorable traits in their leaders.
The disregard for authority serves as a reminder of the need for introspection and improving leadership styles. Take a time to consider how you guide and how your actions impact their journey.
If your team were to rate you, where do you think you would fall on a likeability scale? Are you fostering development, building rapport, and fostering a healthy work atmosphere? Do you accept sincere, compassionate, and deliberate leadership?
Imagine the looks on your teammates’ faces when you walk into a room. They think highly of you. They show you respect. They keep their word. Effective leadership is not a fantasy; it looks like this. A productive team environment does not just happen. It is the result of a leader who builds relationships, inspires wonder, and establishes a solid foundation of trust.
Richard Branson is credited with saying, “Treat people well enough so they do not want to go, and train them well enough so they can.” As the group’s leader, it is your duty to motivate them and earn their respect. How can you ensure that as a leader, your team respects and likes you? Set a goal for yourself this week to become more likeable. It might contain the key to realizing your greatest leadership potential.