The Leadership Reset
As I have read through various social platforms as well as books that are shared with leaders, there is a constant message of what leadership is and what leadership isn’t. Like me, leaders everywhere are reading this content and measuring themselves against these standards. Standards which tell you to walk with your people, listen, be humble, and so many other things. Yet, rarely are leaders trained in any of these attributes and I am wondering with the need to reset and have a complete do-over of leading an organization, is this advice still relevant? Through my own experience with culturally relevant leadership, I have found that there are experiences that our staff needs that has not been addressed in many opinions and literature.
Listening…to everything
Much of leadership is giving guidance extensively and frequently..or is it? If we do not listen to what our community members and staff members already know, then we are unable to tap into their genius and set up conditions for them to take risks. Additionally, listening also means listening to everything. A staff member talking to you about their sick mom, dog, trouble with marriage, or other personal issues is an honor. It means they are gifting you with their vulnerability and insight into their life. It also means that they view you as a safe space. People who feel psychologically safe are willing to take risks, feel more connected, and are experiencing a culture, which is different from other organizations. When I hear people speak highly of the experiences they are having at a workplace, I desire for everyone to have this. It means that our staff are showing up excited and energized, instead of feeling like they need to escape the workplace and work week. Leadership reset means that we need to be self-aware in all interactions with staff. What are we feeling, thinking, or doing during the interaction? Are we truly listening or thinking about what’s next on our schedule? Are we listening to be present for the person or are we listening to respond? Our ability to listen effectively determines connection. Our staff is craving connection and we set the tone for this.
Yes…Motivation is Your Job, Too
Let’s face it, every day is not easy for anyone. With all that has happened in our world in the past few years, our community is more vulnerable than they ever have been. This vulnerability can be defined as people not being able to take as much stress or pressure as they previously have. As leaders, we have to be able to identify when our community members’ energy levels have shifted and are not typical. When this occurs, things like conversations, shared decision-making, and encouraging self-care techniques should be offered. When this occurs, employees feel like you care. Another condition that is needed in this climate of new leadership.
Mining Others’ Gifts
As I have been on the journey to identifying values and living a purpose-driven life, I am in awe of how this was something it took me so long to uncover in myself. There are staff in your buildings who may not know what their zone of genius is or what their core values are. How grateful I have been for those leaders I have had to help me identify these and connect me with opportunities, which were aligned. When people know their zone of genius and their core values but are also connected with opportunities to use these, they are much more successful and happier at the workplace. The least complex example is a reading teacher who feels most alive when they are creating art. Clearly, art is their passion, so having a conversation with them about opportunities they can bring into the school through special projects or even a change of assignment could be a way that you’re giving them the opportunity to uncover their gifts and see what feels best for them. Many times as leaders, we are thinking about how we create more leaders, which is necessary, but it is also necessary to connect people’s talents with opportunities, no matter what the talent is. This builds excitement for the workplace environment.
As we continue to think about ways to cultivate an environment where people thrive, we must prioritize joy, authenticity, and connection. These are very different from the way we have been taught, or messaged, about the goals of leadership. In typical frameworks, the focus is results. However, I am asking all leaders to consider when we prioritize taking care of our people, then innovative results will follow.
