How do you judge good leadership? In business, return on investment (ROI) is often used to measure success. When you evaluate an employee, you are measuring their individual accomplishments. When you look at the success of a division, you look at profitability. But what is a good ROI for a leader?
Related: 7 Personality Traits of a Great Leader
Since return on investment equals results, it makes sense to judge effective leadership by team results:did we achieve our goals? ? Did the squadron take the hill? Did the offense move the ball? These are important metrics, and I agree that driving for results is a primary goal of leadership, but it should never be the primary method.
Here's what I mean by that:Many leaders are so focused on the results that they become engines. They see and treat their team members as cogs in the machine of progress. They might achieve some success with that kind of leadership, but it's short-lived. Long-term success requires ongoing cooperation between a leader and their team.
“Leading an organization is as much about the soul as it is about systems. Effective leadership is rooted in understanding. »
Herb Kelleher, co-founder of Southwest Airlines, described how to earn this kind of continued cooperation:
“Leading an organization is as much about the soul as it is about the systems. Effective leadership is rooted in understanding. Unless a leader has an awareness of humanity, a sensitivity to the hopes and aspirations of those he leads, and the ability to analyze the emotional forces that motivate leadership, he will be unable to produce and succeed. regardless of how often other incentives are given. . "
Think of the words Kelleher used to define effective leadership:understanding, awareness, sensitivity, soul . I believe that one word that sums them up is compassion. In other words, I think Kelleher is saying the first step on the road to results is compassion. This leads to cooperation, which strengthens the relationship. And when followers feel they have a strong relationship with their leader, they willingly offer their best work, which naturally produces results.
Compassion> Cooperation> Relationship> Results
If compassion is the first step, how do you develop it? If you're a driver, what I'm about to advise might be outside of your comfort zone. But it is worth the investment of time and energy due to the huge long-term return. Before people cooperate with their leader, they seek answers to these questions:Do you care about me? Can you help me? Can I believe you?
1. Do you care about me?
Remember the cogs in the machine? Ok forget it. This is the wrong mental image. An organization is made up of individual human beings with needs, hopes and desires. To answer this question correctly, a leader must value people more than projects. Choose to see them as humans rather than resources. This involves getting to know your team members, learning as much as you can about them, and seeking to understand what motivates them.
Express the value they bring. Ask how their children are. Be interested in their answers. Tell them why you believe in them. When you make it a goal to value people for who they are, not what they can do for you, it will show in your actions.
2. Can you help me?
This may seem counter-intuitive. After all, you need your followers to help you achieve the team's mission. Late motivation expert Zig Ziglar said, “You can have anything you want in life, if you just want to help other people get what they want.” Quite simply, people won't cooperate for long in a one-sided relationship. Help them help you.
After evaluating your team members, your next task is to find out how you can add value to them. What does each person need or want you to have the ability to provide? How can you make a positive difference in his life today? When you give generously to someone, you receive their loyalty and support in return.
3. Can I trust you?
Compassion is recognized by followers when the leader is consistent in showing it. This question finds its answer in the actions you regularly undertake. It takes time to build trust – time spent delivering on your promises, matching your actions with your words, building and adding value to your team.
Cultivating and maintaining trust requires intentionality and commitment. And while building trust takes time, it can be destroyed in an instant. To continue answering Yes to this question, consistency is key.
Results are important to a leader. It is natural to look at the distant destination and believe that the journey to it is a straight line. But the return on investment of this choice is limited and temporary. The best path to results begins with compassion, leading to cooperation and fostering strong working relationships, after which you arrive at the best results.
If you choose to answer Yes to the above three questions for your subscribers, it will be worth the time and effort. Your journey to results will be set in motion, and if you're consistent, you'll achieve them with a team that meshes well and is truly driven to succeed together.
Related: Why the empathetic leader is the best leader
This article originally appeared in the April 2017 issue of SUCCESS magazine.
