“What if the leadership is the root of the problem? This raises important questions. The leader must first fix their own approach before they can effectively address any team’s issues.” This is an excerpt from a post by Leadership First. And “Leadership First” and I are totally in sync.
In the work I do, I advocate for a Leadership First Approach. This approach does not neglect employees, it does not deny that everyone in an organization needs support and development. It emphasizes that progress and development must begin at the top in order to create solutions that stick.
In many ways the success of an organization is a direct reflection of the leadership that oversees it. Success in employee performance and retention, success in customer experience, success in scaling and growth, etc. On the other hand, one could argue that it’s the people/employees of a company that drive growth and progress.
The latter not off base but I would add that leadership is what shapes these thriving and high-performing teams. A high-performing team has a greater influence on the organization’s success because they are taught how to focus on goals and achieve results together. So if a company wants to shape these high-performing teams that support the growth of high-performing organizations, then they need to start at the top with an approach that enhances leadership first.
In the post mentioned above from the Leadership First page, the author writes “Great leaders motivate and inspire their teams to achieve their goals and personal growth. They create an environment that encourages innovative ideas to elevate the organization’s performance. In the end, it is the responsibility of the leadership to foster an environment of trust within the team and address any issues causing disintegration.”
And there was something I saw come up in the comments. It was a glaring reminder that the crux of communication is perspective. We must keep this in mind.
In the comments it was fascinating to see how some responders resonated with the “Leadership First Approach” and acknowledged its benefits. On the other hand there were also comments that, while seemingly in agreement, leaned towards attending to employees’ needs first.
Here are a few examples:
- “Yes! This is a good reminder that when leaders prioritize the needs of their team and try to bring out the best in each individual, it results in a thriving community workspace.”
- “Absolutely. Leaders who prioritize their team’s well-being foster trust, innovation, and growth.”
- “Completely agree! Great leaders prioritize their team’s growth and success!”
Super intriguing, right? It’s essential to appreciate the diversity of these viewpoints – everyone comes with their own thoughts, opinions, and knowledge based on life experiences. And these experiences shape our perspectives.
It’s what creates the gap between what you said, and what someone thinks you meant – perspective and interpretation.
Both sides and perspectives of the comments hold value in nurturing a thriving workplace. Striking the right balance between leadership growth and employee support can lead to an empowered and motivated team.
And at the same time this is a reminder that perspective will always play a role in communicating our ideals for organizational development. Perspective will always be the crux of communication, and create a divergence in how someone interprets what we say.
Let’s keep this in mind and be intrigued by it. Let’s keep this in mind a allow some space and grace for this fact to exist.