Connections that Build Trust are Critical for Leaders

People work better when they feel part of a team with bosses and colleagues who care and take an interest in them as individuals -- not just as cogs in the wheel! A combination of feedback and encouragement, in the context of open and honest discussion, can make a big difference in the lives of those you work with and the business’s bottom line.

In a recent webinar, Stephen M. R. Covey observed that, “People don’t want to be managed, they want to be led, they want to be inspired.” Leaders, he said, need to, “be efficient with things and effective with people,” adding, “with people, fast is slow and slow is fast.”  

I found that last phrase to be especially brilliant. When we interact quickly or superficially with people, we have little influence and make little impact. But when we take the time to get to know them and build a relationship, we build trust and can have significant influence. This ties directly to my definition of leadership: actions and behaviors that influence the actions and behaviors of others. To achieve better employee outcomes, start by looking inward at your actions. By changing your own behaviors first, you are more likely to influence others.   

How are you doing at work when it comes to building relationships? Are you investing enough time in this important personal development area? Are your connections with co-workers and colleagues mostly transactional or do they go deeper and build trust? Are you applying effective listening skills with questions that communicate curiosity?  What specific steps could you take to up your relationships, listening skills, and leadership game? 

We each have an extraordinary opportunity to make a difference in people’s lives, including our own. Don’t underestimate your impact!   

You can read my column on building deeper relationships at https://read.nhbr.com/nh-business-review#2023/05/19/?article=4110428