[MUSIC PLAYING] SPEAKER: You already know that relationships are critical to leadership effectiveness. They're also critical to engagement. High engagement can result in better performance, increased organizational results, and reduced risk. And increasing engagement is a great investment in your organization. Your employees make conscious and subconscious decisions about whether to fully engage and contribute discretionary effort, to do just the bare minimum, or to actively disengage in a way that undermines others productivity.
As a leader, you can increase engagement through your relationships by intentionally focusing on the following areas. Connectedness — make sure your employees know you care about them as a person. Active listening is a critical first step. People engage more when they feel heard. Slow down a little to truly listen and connect. And strive to build collaboration within your team or organization.
Control — how much autonomy do your employees have in their daily work? Employees need to have a say in how they do their work. As a leader, you can focus on the outcomes and give them control over how to get there. And they'll feel more motivation and ownership.
Importance — do your employees know how their work makes the world a better place? In addition to regular performance reviews, make sure to give informal feedback on a consistent basis. And take time to talk about how employees' individual jobs positively impact others in the wider world.
And don't forget the concept of executive amplitude. Executive amplitude is about the signals you're sending as a leader, intentionally or not. Think about what signals you're sending about your own engagement. Your engagement level as a leader has an outsized impact on the rest of your team.
To enhance your executive amplitude and learn more about increasing your engagement on your team, please visit us on the web at truistleadershipinstitute.com. And check out our leading culture change and engagement program.
