Inspiring Leaders Conquer Hearts and Minds With Compassion

December 11, 2017

Inspiring Leaders Conquer Hearts and Minds With Compassion

Imagine the following case. Dave has been building a successful career for 15 years. He climbed the corporate ladder to a C-suite position and is called “the Siberian Express” due to his ability to get things done. However, he has built his career where he pushed his team to the limits and sometimes with a lack of personal touch to understand their aspirations and motivations. Dave is very skillful in building relationships and can manage office politics, but he lacks people skills. 

The case described above is very common in business settings throughout different levels of management. Sometimes organizations are scared to let critical executive talent go due to their ability to deliver results and the knowledge they possess. The problem is that accepting these “non-team” leader behaviors eventually negatively impacts the company culture and strategy in the long run.

A leader who inspires others, leads by example while engaging teams, and encourages celebrating team successes creates sustainable businesses. They bring value to customers and inspires employees to deliver results, not just for a paycheck, but for the contribution that they are making to the organization.

Be a leader who cares first about how the people and the organization are going to be affected by a major change before the project planning execution itself. Be a leader that transforms business and creates employee branding anywhere you go. We are all humans with hearts and feelings and deserve to be treated fairly in the workplace.

Remember, it’s not about you, it’s about your team.

Conquering hearts and minds in any organization is about engaging teams to be more productive and pull to the same direction, so they can feel that their work has value in the company strategy. Leaders play a critical role on how to increase engagement levels by promoting collaboration, teamwork, and flexible work schedules to let each member of their teams be more creative. Leaders empower teams to be responsible for specific tasks and/or projects so they can be accountable for the results.

This engagement intelligence conquers hearts and minds by making people feel great about themselves, supporting skill development while sponsoring people’s career success and providing candid feedback when necessary.

Every leader has the responsibility to get to know their teams to serve and assist in team development. Details count. Do you remember the birthday of each member of your team? Do you know the name of their children and what they are passionate about in their free times? Keep in mind that as a people manager you will deliver results through them. Currently with generations at work and the technology in organizations, people prefer to work in an environment where they feel engaged and passionate about the culture, growth opportunities and trust in leadership. Bully bosses and/or the ones that only care just about themselves (e.g. using their teams to climb the corporate ladder) need to evolve and disappear like the dinosaurs did a thousand years ago. Remember, it’s not about you, it’s about your team.

Someone might say no one has been trained to be a people manager. That’s why it is critical to create development programs such as leader’s academy, managing with purpose, first-time managers, leadership accelerating programs, leadership style assessment and other career boosters to help individuals like Dave to be a great business leader with a human chip to improve the bottom line.

The CEO, C-Suite executives, and HR are responsible to address cases like the one described today to make managers transformational leaders who can transform organizations and touch people lives.

When people are engaged in their roles and feel a deep connection with the organization, they tend to deliver outstanding performance. Hence conquering hearts and minds creates satisfied customers, and ultimately, value to shareholders. What’s is your purpose as a leader? Remember to be a leader, not a boss. Differentiate yourself.

The Authors: 

Alberto Loyola is managing director at Global Talent Partner. Alberto has led Talent/HR transformation projects in North, Latin America, EMEA and Asia Pacific and consults, speaks and publishes widely on people strategy. Connect him on LinkedIn.