Dear mindful readers, with so many types, kinds and developing structures about leadership, we now seem to get lost with the constantly evolving titles and jumbled words that are merely adjectives that have leveled up to become titles of the sort.
During my heydays, it was just “leadership” and everything else that describes it were just simple adjectives, period.
For now, let’s talk about what is now termed as “relational leadership”.
There have been recent workplace situations involving one of the top honchos, where this kind of approach would have been an excellent strategy to minimize, if not totally eradicate a culture of never-ending gossip and drama. While it is a-given that one tends to favor and believe a “maritess”, or a “tolits”, who seems to be quite a pro in weaving fictional stories, workplace drama could have been averted had he only gone beyond emotions and favoritism, and rose to the leadership challenge with genuine open-mindedness.
Culled from hundreds, if not thousands, of definitions and discussions on the web, these are my personal takeaways - relational leadership is basically recognizing the humanity in every team member. It is putting value on the individuals we lead, understanding that personal relationships are pivotal to achieving organizational objectives. It shifts the focus from traditional hierarchical structures to one that prioritizes interpersonal connections, collaborations, and mutual respect. Here, inputs from team members are valued when making decisions which not only enhances the quality of decision-making through diverse perspectives, but also increases team commitment to the outcomes.
To be more personal about this entire leadership hoohah, we practice active engagements in the office through open discussions, and informal interactions that build rapport and help maintain a strong connection with each individual team member.
While an acceptable batting average of 85% in very office would ride on the same bus, and share the same goals, we endeavor and believe that promoting accountability in given tasks encourages positive results, and supporting each other's success, fosters a cooperative atmosphere. To recognize individual differences and eccentricities also aids in acknowledging that different situations require different approaches, thereby allowing us to tailor leadership styles to be able to effectively address each member’s character and needs.
Investing in the personal and professional development of the staff by allowing them to attend and participate in capacity-building initiatives, pushing them to pursue further studies, and recognizing that by nurturing talent, we foster confidence and create a healthy and motivated workforce, ultimately yields to sustained organizational success.
We are all perfectly imperfect leaders. Some are born leaders, a number become so, as a result of life’s challenges, while a great lot are multifariously cultivated through time. However manner we become or became leaders, know that we all have our time to shine. In all aspects of our personal and professional lives, let us remember to give value on the power of relationships as a driver for effective team dynamics and organizational performance.
By fostering a culture of collaboration, trust, and mutual support, we fully acknowledge that each day is an opportunity to improve oneself, a chance to rise above every challenge, an occasion to free ourselves from animosity, and a lifetime to nurture, value, and celebrate the goodness of humanity.
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