Building Trust and Inspiring Others as a Leader
There are hundreds of books on leadership and just as many philosophies, which can make it overwhelming as you strengthen new leadership muscles or hone your style as a seasoned professional.
A common denominator appreciated by modern workers is when a leader builds trust and inspire others. Narcissism is no longer tolerated and savvy leaders must also learn to neutralize cognitive bias.
I read a great piece in Atlassian by Sarah Goff-Dupont whom I believe is spot-on with her review of leadership principles that have stood the test of time, or illustrate the evolution in leadership for the ever-changing world-of-work.
Whether you are an emerging leader, or a seasoned executive – you should be mindful about continuously improving your skills to customize your practice serving the team and the organization you are leading.
Here is a snapshot of the most valued and proven leadership principles.
Forgive, Even if You Don’t Forget – disagreements with colleagues will happen and they can get heated. Instead of ruminating on the negative interaction, reframe your energy and attention on the things you have in common. Pick one shared goal that you can work on together. Focusing on a new and mutually beneficial goal will speed up the healing process and help you move towards détente, so you don’t focus on the original kerfuffle. This will release anxiety and tension and help you be more persuasive with this person moving forward.
Consider the Whole, Including the Parts You Don’t Like – it’s inevitable that there will be issues, ideas, and decisions you don’t like. Step back and look at the big picture to avoid the cognitive bias known as loss aversion. Think holistically and consider how the thing you don’t like might not be as disagreeable if the bigger venture is a success.
Embrace Respectful Dissent – cognitive diversity makes for the best teams but with different perspectives, we often find disagreement. While creative friction can slow down the process, the result is worth the wait.
According to Goff-Dupont, “Research shows people will be more likely to accept as valid and commit to decisions they disagree with if they had a chance to state their case before it was made.”
Don’t underestimate the power of hearing different voices to honor diverse perspectives. Show gratitude for all ideas shared, even if you don’t embrace the content. Be sure to bring in other voices early enough, so they are not responding to a final decision.
Never Stop Listening and Learning – savvy leaders hire wicked smart people (ideally smarter than them!) for their teams and stay perpetually curious to learn new things. Being curious and listening to your team mitigates confirmation bias, the tendency to see new information in a way that confirms what you already believe.
Reject Zero-Sum Thinking – one team’s gain does not have to be another team’s loss. Leaders who are uber competitive can be seen as toxic and make others feel inadequate and anxious. Focus on solutions that benefit all and will motivate the troops by lifting a sense of purpose and illustrate WHY they do the work.
Build Coalitions – there will always be naysayers, so focus your energy on building a coalition of the willing. Secure buy-in from your stakeholders and you will have more champions. Give them a voice in developing ideas and they will become evangelists to help scale the coalition.
Lead with Courage in the Face of the Unknown – the pandemic has sharpened our ability to deal with ambiguity out of necessity. Facing the unknown takes bravery, grit, and humility. It allows you to build trust and nurture psychological safety that promotes engagement, a safe space to take risks, and failing forward trying new things. Humble leaders can admit that they don’t know yet what will happen and seek the input of the team to forge a path forward together.
