This is not new news, people don’t leave bad companies, they leave bad leaders. Bad leaders are those who do not care enough to realize they are people leading people. They do not take time to connect. Leadership is not rocket science, but it also is not easy. Also, not new news.
Finding and keeping good people is both essential and difficult all at the same time. So, what is your company doing to ensure your leadership team is connecting, and treating people with empathy, kindness, and compassion?
It starts with a set of values and beliefs.
A simple set that puts people before profits. Think about it, if you don’t have people, you will not have profits. You will not have a thriving culture if you don’t have people who feel cared about and supported. Trust me on this one I have lived both.
Companies that uphold the belief about people leading people understand the impact of connecting with their team. They embrace the notion that when people feel supported, heard, and a part of something meaningful they thrive. And when people are thriving in their work environment everyone wins.
When you are a leader who recognizes your own humanness, you then realize the uniqueness of each human being you are leading and how they deserve your unique attention.
Leaders who understand leading people is a commitment know it is their sole responsibility to ensure they are developing their followers’ strengths and leadership skills.
People leading people will consciously build teams who talk to each other rather than about each other.
They will openly communicate, share ideas, and provide feedback to make sure everyone grows the business in a way that supports the vision.
People leading people have a clearly defined culture and are always working to align people, performance, and progress.
The leader asks questions about the team’s experiences and strives to ensure people feel empowered, positive, and engaged.
In my experience companies often miss the simplest idea about leadership, and that is it’s about humans. People leading people.
