Achieved Strategies

Louise and George Altman are co-founders and senior partners of Intentional Communication Consultants. Since the early 1990’s, they have been developing and delivering programs in all areas of workplace communication to thousands of participants in public seminars, customized on-site programs, executive coaching and organizational consulting initiatives.  They also co-blog at The Intentional Workplace.

Connect with Louise & George on Twitter (intentionalcomm) LinkedIn (http://www.linkedin.com/profile/edit?trk=hb_tab_pro_top) at their blog, The Intentional Workplace (www.intentionalworkplace.com) and their website (www.intentionalcommunication.com)

“Good leaders make people feel that they’re at the very heart of things, not at the periphery. Everyone feels that he or she makes a difference to the success of the organization. When that happens people feel centered and that gives their work meaning.” Warren Bennis

For years employee polls and internal surveys have reinforced a critically important piece of information about American workers – leaders matter.  Even with historically low trust levels, economic recession, stagnation and uncertain futures – people continue to rank relationships with their managers within the top three most important motivational factors in their jobs!

While it may seem unlikely – workers continue to send a clear message to their managers – act like real leaders.  Even though the nature of the employee – manager relationship is in the midst of radical change – from traditional top-down to mentor -collaborator – workers still hunger for leadership.

The potential power of leaders as meaning makers is enormous.  Because meaning satisfies values, leaders can address the needs workers have for recognition, relationship and a security that often transcends monetary compensation.

How Leaders Can Make Work Meaningful

Model Transparency – There has been plenty of talk lately about transparency and not very much action. There is a huge chasm to bridge the loss of trust most workers feel towards leaders and their institutions.  This effort is imperative for future growth – and it will take time. Building relationships based on real transparency is a potent long lasting force that can positively shift interpersonal, team and organizational dynamics.

Promote People Skills – Most employees take their cues from leaders about cultural workplace values.  The reality is that many workers, especially those in leader roles, don’t have the requisite skills required to maximize interpersonal relationships and manage conflict productively.  Leaders must demonstrate that skills like emotional intelligence and listening are far from being “soft” and form the hard currency of making things happen, despite challenges, in the enlightened workplaces of tomorrow.

Reduce Fear – Fear is pervasive in most workplaces.  A legacy from the 19^th models of authoritarian management, fear has only intensified since the latest recession.  The mindset of the new leader must anticipate the factors that trigger fear and honestly and pro-actively address them. “Driving fear from the workplace” must become a mantra for those who drive culture.

Encourage Creativity – Creativity comes in many forms. Some leaders shy away from this misunderstood concept.  Although most leaders today acknowledge the need for innovation, they often have a narrow view of what that means for their industry. Fostering creativity is not about bringing the arts into the workplace (although not a bad idea).   It’s about enabling a culture of critical thinking that enlivens and expands problem-solving, decision-making and the expression of ideas.

Nurture Collective Intelligence – Too many teams still operate like “lone wolves” in the workplace.  It’s surprising how many employees are still segregated by “style” in their work teams.  Truth is most leaders still don’t know how to blend and harmonize the differences among their teams.  Still foreign to many leaders – acculturated by generations of bootstrapping individualists – leveraging the brain power of everyone is just smart in today’s workplace.

Understand and Express Empathy and Compassion – Still relegated to the “touchy-feely” zone by too many leaders, compelling hard science demonstrates the profound positive impact of empathy and compassion in all relationships. The leaders who understand that relationships are the cornerstone of their business success will realize the greatest results for their “investment” in the well-being of others.

It takes great insight and enormous courage to commit to real leadership.  It truly is a journey and every leader is a work in progress.  Authenticity and genuine service to others and a common purpose is very rare in our organizations today.  But most people are still ready to follow, collaborate and join great leadership.  As the wonderful “corporate” poet David Whyte has written:

This is the time

Of loaves

And fishes.

People are hungry,

And one good word is bread

For a thousand