I've recently reflected on my leadership experiences over the years and found the process to be quite therapeutic. I hope that "Essays To Save My Job" will help me share my story about the day-to-day successes and challenges of learning to be a dynamic leader.
Have you ever worked for a leader who refused to create a safe space for mentorship and innovation? Perhaps this brought a sense of insecurity around your performance or the day-to-day operations of your role. I've only experienced this once or twice in my career. However, many of my friends and colleagues have shared varying accounts of how working for a supervisor with this rationale can be incredibly oppressive. Some leaders do not prioritize protecting their employees from the dangers waiting outside of what author Simon Sinek refers to as, The Circle of Safety.
The employees suffer when there is a lack of security, and the organization's culture and efficacy in driving results also suffer!
Here are two concepts I believe every leader should consider when encouraging safe and innovative work cultures.
Always gain the trust of your employees.
Without trust, employees cannot see their roles as essential to driving the organization's larger mission. In addition, if leaders do not show commitment, transparency, and emotional availability, direct reports may begin to feel unappreciated and often become disengaged.
In a 2013 Harvard Business Review article, Executive Coach Ed Batista seems to align himself with the teachings of Sinek by suggesting ways in which one can create a circle of safety and trust. He writes that getting to know your team members helps develop a culture where employees feel free to innovate and openly discuss in-the-moment feedback. He also says that a leader must speak to her direct reports about emotions. It is nearly impossible to understand a person's emotional well-being and readiness for new opportunities if you do not ask.
Listen with intention
Leaders should prepare themselves each morning to take on the diverse energies of their employees. I work just off Madison Ave on the upper east side. So, taking an extra few minutes to enjoy a cup of coffee as I walk past some of NYC's most glamorous moments prepares me for whatever the day has in store. I've found that breathwork and meditation help as well. Meditate on your daily intentions while asking a higher power to increase your knowledge. You see, the universe is consistent in its feedback.
So, listen to hear people out and understand how direct reports and supervisors describe your leadership style. What is heard might indicate strength or even a potential area of opportunity.
Learn to observe the environment with your ears, your heart, and most notably, through the lens of self-improvement.
However, leaders have an additional layer of responsibility here. We must listen to our direct reports with sharply focused intentions looking for clues to help us better understand their personalities. Figure out each employee's level of engagement by going beyond surface-level conversations.
Or perhaps we should listen because it's our job, and our teams deserve access to our undivided attention.