What
do you people want from me?!?! Actually, not as much as you think!
I
have always said, in a semi-serious way, that leadership would be easy if it
was not for all these people! As leaders, understanding and meeting the needs
of followers is a vexing task. I often think out loud about this and
fortunately, the Gallup organization just may have some answers for us.
Recently,
as a credentialed Gallup Strengths Coach, I had the opportunity to participate
in Gallup’s annual Learning Week for certified coaches. It was an incredible
week of insights and strategies as to how to best coach leaders and professionals
anchoring on the Clifton Strengths Assessment. As part of the series, Gallup
scientist, Dr. Jim Harter, presented groundbreaking research on the specific needs
of followers. The results of his team’s global research indicated that
there are four primary needs of followers which are presented as follows in
numerical/statistical order.
1.Hope
– as defined by the need to feel good about the future and for their leaders to
know how to get us there. This is incredibly important so much so that Kouzes
and Posner in their groundbreaking work, The Leadership Challenge,
highlighted that the number one job of a leader is to provide hope, especially
in times of challenge. Keep in mind, this does not infer that we ignore reality,
the leader’s job is to define the reality. Rather, it is our job to face
challenges head on and to enlist the help of our talented teams to generate
ideas to overcome whatever is before us and model the belief that our collective
efforts will see us through.
2.
Trust – this focuses on the need followers have in their leaders that they are
people of integrity and honesty. Steven M. Covey shares that the ability of a
leader to gain trust among followers is an impact multiplier. In his book, Leadership
at the Speed of Trust, Covey identifies the two vehicles of gaining trust
are the leader’s competency and their character. I would further share that if
your character is not solid, it makes no difference how competent, talented,
etc. you are. Leaders who have multiple skills but lack integrity are really
just well-organized dumpster fires! The words of John Maxwell ring true when he
writes that “talent will get you in the door, but character keeps you in the room!
“
3.
Compassion – the knowledge that the follower is cared for and listened to. This
should be an obvious one, but compassion alludes the leader who is just
focused on their own reputation and results. Yes, they will certainly get the
job done and hit their numbers but will leave a scorched earth of
organizational turmoil and confusion. The irony is that
such leaders miss the fact that it is how they treat others is a driver of
success. Staff who just know their team leader care for them will increase
their efforts in order to not let them down. This very attribute starts us on
the way to becoming a Level 5 leader that Maxwell and Collins both write about.
The Level 4 leader is viewed so positively due to their focus on people and their
development.
4.
Stability – the need for psychological safety and secure foundations,
especially during times of uncertainty. I believe this need for stability can
be further defined by two key leadership behaviors, first the need to be part
of an organization where leadership actively works to help you feel safe.
In an earlier blog, I referenced the phenomenon called the “Sunday Scaries”
where research shows far too many employees dread starting the work week due to
having to deal with a manager who instills fear versus safety. The second need
is that of consistency. Leadership expert and author John Maxwell has
embedded this concept in more of his recent writings and keynotes. Granted, consistency
is not one of the flashiest of leadership competencies out there but there is
nothing more stressful to a team member than to wonder who is showing up to
work that day – calm and collected boss or grumpy bear boss! I believe
consistency also speaks to stability in judgement and fairness. Are policies
and expectations being applied fairly across team members or are some team
members favored more than others? This does not mean we have to be perfect day
in and day out, we just need to make the effort to be consistent in word and
deed.
Dr.
Harter’s research on the needs of followers also found that the most
influential relationship working adults experience outside of that of family is
the relationship we have with our managers. Let me stress that again so that
this lands heavily on us, the most influential relationship we
experience outside of our immediate family is the relationship between leader
and follower. This is a relationship that therefore cannot be ignored and must
not be taken for granted. It is not an option to ignore this research and what
it tells us.
The
good news is, we can lean into our Strengths (in this case as defined by
Gallup’s Clifton Strengths Assessment), to meet these non-optional needs. Even for those whose Strengths do not roll up under the Relationship Building domain,
your talents can assist with this. For instance, those with the Analytical
talent can use your propensity to gather data on reasons or causes as to why a
team member may be struggling. Your natural curiosity will lead you to ask
questions and determine the best way to move forward. Those who hold the
Discipline talent value routine and structure. I know of no better talent to
make you factory equipped to address the need for Stability! See how this
works?
The
bottom line is understanding and meeting the needs of followers is not a nice
to have, it is have to have. I would go far as to say it is both a professional
or moral imperative that we do so.
In reflecting on these four needs of followers, I am reminded of three key questions that John Maxwell presented when we was invited to address the General Assembly of the United Nations a number of years ago. He shared followers internally ask of their leaders three questions:
- Do you care for
me?
- Can I trust you?
- Can you help me?
As
leaders, we need to focus our attention on many things . . . tasks,
deliverables, deadlines, strategy, etc. The issue is we often neglect to focus
attention on the very people we need to make all those things happen –
followers and team members. Understanding how to most effectively lead others
to complete key tasks should always be top of mind, not down the list. I
promise you; followers have no difficulty deciphering if they are just an
afterthought. If, however, you can make it part of your life’s mission to
answer the three questions presented above day in and day out, then you will be
mighty and most certainly achieve Level 5 leader status.
So in the documented analysis, followers are not really asking that much from us and in light of what they are asking for, is it really too much to ask?
If
you would like to learn more about Dr. Harter’s research, you can find the
report as a free download from the Gallup organization: https://www.gallup.com/analytics/656315/leadership-needs-of-followers.aspx
If you would like to learn
more about how you can identify, activate, and direct your (and your teams!)
formidable leadership Strengths, I would enjoy our conversation. As always, if
I can help you and the people you associate with Get Better,
Be Ready and LEAD OUT LOUD, I invite you to contact me.
Yours in leadership,
Bill Faulkner
Independent Coach, Speaker,
and Trainer with Maxwell LeadershipTM
Certified DISC Profile System
Consultant and Gallup Strengths Coach
Certified Designing Your Life
Coach
Email
= bill@outloudinc.com
Visit our website at: www.outloudinc.com
For more information on the
John Maxwell Team, please visit
http://www.johncmaxwellgroup.com/williamfaulkner/
Feel free to “LIKE” our FB
Page www.facebook.com/outloudinc
