Significant Support for Our Teams

Too often, we get caught up in our own worlds, in our never-ending to-do lists. This is not unique to leaders; however, it is particularly problematic for leaders. Why? Because, as leaders, our to-do lists should not be our main focus. The development and growth of those we are tasked with leading should be our top priority. We all have many responsibilities, but until we can believe that investing in our people is the most important and also take the corresponding action, we will never be as effective as we can be.

So, how do we support our teams well? How do we develop our people? How do we become effective leaders of stature and significance?

First, we exhibit selflessness.

As leaders, selflessness is more than simply thinking of others before yourself. It starts with a mindset - a willingness to understand someone else's perspective. It is empathy. How many times have you heard a boss, maybe even yourself, say, "if they'd only do what I tell them to…"? I would argue that statement is a selfish one. We need to listen and seek to understand what is going on with our people. We need to build connection. When we understand how our people think and learn, then we can help them grow in the way that is most productive and effective for them.

Second, we begin to serve.

After we have demonstrated a willingness to understand our people's unique perspectives and develop trust, we have earned the right to serve with our words and actions. Team members will be willing to ask for help. And we can ask questions such as, "what do you need right now?" or "how can I help you with this situation?" This type of leadership is not passive, but it is allowing the team member to advocate for what they need and to have some autonomy in their own development. That is powerful and sustainable.

Third, we sacrifice.

As your people begin to demonstrate accountability for their development, the leader's job becomes one of support. This must be done intentionally. Leaders must be giving of their time to follow up with their team members and help them to persevere. This can take the form of encouragement, challenging, setting new goals, and simply showing up. We need to be giving with our time, even when we are overwhelmed by our to-do list or do not feel like we are living up to our own standards. At this stage, our people's development has become such a high priority that we are willingly sacrificial of our time.

These three steps build stature, which is defined as reputation earned by ability or achievement. However, this stature is not rooted simply in the leader's "hard skills." This is stature earned through their "human skills." When we have a selfless mindset, serve through guidance, and sacrifice our own time for their development, we earn stature as a leader to be trusted - not just as a leader with all the answers.

This is how leaders build sustainable relationships with their team members and provide continual support and development. It is simple, but it is not easy. And that's where we can help - contact us to dive deeper into this process of becoming a leader of significance.

Please schedule a call today for more on DREAM4 and their impact on organizational well-being and leadership development