Leaders influence company culture, employee morale, and overall team dynamics. However, they often underestimate the extent to which their actions are observed and emulated by their employees. What are the blind spot leaders have regarding the influence of their behaviors and the impact on organizational culture? And what are the practical tips for leaders to model desired behaviors?
The Influence of Leaders’ Behaviors
In any organization, leadership sets the tone for the entire workforce. Many leaders are aware of only a fraction of their impact on others, suggesting that leaders often underestimate the full extent to which their actions are observed and imitated by their employees. Large-scale decisions and organizational changes typically originate from the top, making the behaviors and decisions of leaders particularly influential. Whether it’s a strategic pivot, a shift in company culture, or a new initiative, leaders play a critical role in shaping the environment in which their employees operate.
Common Blind Spots in Leadership
One of the most significant blind spots leaders have is not realizing that everything they do is being watched, modeled, and judged by their teams. This includes not only their strategic decisions but also the seemingly small actions they take daily. For instance, the people they promote or empower, their attire, their engagement during meetings, and even their mood can significantly impact employee behaviors and attitudes.
Leaders might not be aware of how their presence and actions during meetings are perceived. Are they listening actively, or are they distracted by their phones? Do they control the conversation, or do they encourage input from others? These behaviors send strong signals to employees about what is valued and acceptable within the organization.
Modeling Desired Behaviors
To set a positive example, leaders must be conscious of their actions and the messages they send. Here are some specific ways leaders can model desired behaviors:
- Change Communication Style: Adapt your communication to suit the audience’s needs and the context. The old adage “treat others the way you want to be treated” may not always apply and can sometimes create conflict.
- Be Humble: Give credit to others where it’s due. Publicly praise employees for their achievements and provide constructive feedback privately.
- Show Vulnerability: Open up about your struggles and failures. Being human and relatable can help build trust and open doors for more honest and open communication.
- Listen More, Talk Less: Focus on asking questions and genuinely listening to the responses. This shows employees that their opinions are valued.
- See the Best in Others: Encourage employees by acknowledging their strengths, even when they might not see them in themselves.
Impact of Leaders’ Behavior on Team Dynamics
The behavior of a leader can significantly influence team dynamics and overall performance. Here are two contrasting examples to illustrate this point:
- Negative Example: A leader who is solely focused on business results, does not engage in small talk, and disputes feedback can create a fearful and disengaged workforce. Employees may avoid interacting with such a leader and seek support elsewhere, leading to a lack of cohesion and low morale.
- Positive Example: A leader who enjoys being around people, shares stories, and takes an interest in employees’ personal and professional lives can foster a positive work environment. Such a leader is accessible, focuses on possibilities rather than limitations, and creates a culture of learning and psychological safety. As a result, employees are more engaged, retention rates are higher, and the organization is known for its innovation.
Practical Tips for Cultivating a Robust Executive Team
Navigating talent shortages and unprecedented changes requires a proactive approach to leadership. Here are some practical tips for leaders:
- Be the Best Place to Work: Create an environment where employees feel valued, supported, and engaged. This is crucial during talent shortages.
- Support the Whole Human Being: Ensure your team members are not burned out and avoid rewarding behaviors that stretch them beyond their bandwidth.
- Promote a Positive Culture: Foster a culture of trust, collaboration, and continuous improvement. Encourage open communication and provide opportunities for professional growth.
- Leverage Technology: Utilize technology to streamline processes, enhance communication, and support remote work. This helps your team stay connected and productive even in times of change.
- Focus on Well-being: Implement wellness programs that address both physical and mental health. Encourage work-life balance and provide resources to help employees manage stress.
- Offer Flexible Work Arrangements: Provide flexibility in work hours and locations to accommodate different needs and preferences. This can increase job satisfaction and retention.
- Invest in Leadership Development: Continuously develop the skills and capabilities of your executive team. Offer training, coaching, and mentorship programs to help them lead effectively through change.
- Encourage Innovation: Create an environment where innovation is encouraged and rewarded. Allow your team to experiment, take risks, and learn from failures.
- Build a Diverse Team: Diversity brings different perspectives and ideas, which are crucial in navigating change and solving complex problems. Strive to build a team with diverse backgrounds, experiences, and skills.
- Communicate Clearly and Frequently: Keep your team informed about organizational changes, goals, and expectations. Regular and transparent communication can help reduce uncertainty and build trust.
Conclusion
Leadership is more than just making decisions; it’s about setting an example that others will follow. By being aware of how their behaviors influence organizational culture, employee morale, and team dynamics, leaders can create a positive and productive work environment. Implementing practical tips to support and engage employees will not only help navigate challenges like talent shortages and unprecedented changes but also build a robust and resilient executive team.
For more insights on effective leadership, check out the iHeart Media Podcast Episode of CEOs You Should Know – Phoenix, where we discuss how CEOs can lead during times of change and cultivate strong executive teams.