If you're fortunate, you've experienced the guidance of an exceptional manager at some point in your career, a mentor who not only helped you learn and grow but also linked your work to a meaningful purpose.
The quality of relationships with managers is a key factor in employee engagement and job satisfaction, which, in turn, is a significant contributor to overall well-being.
Today, managers shoulder a wide range of responsibilities, from leading teams and achieving goals to adapting to changes and challenges. Managers wield a lot of influence in their organizations; their communication style, relationship-building, and leadership approach can significantly affect team performance.
As Joan Burke, former Chief People Officer, DocuSign, said on Happy Here, Wisq’s podcast, “Front line managers make or break an organization. I've always had this strong belief that if companies can develop great managers, they're way more than halfway there in terms of success."
Wisq’s podcast, Happy Here, is hosted by Wisq CEO Jim Barnett. Join Jim and HR thought leaders around the world for conversations about culture, leadership, and employee engagement at work. Subscribe on Spotify, Apple Podcasts, or wherever you get your podcasts.
Below, we will explore effective leadership strategies, drawing insights from HR thought leaders and top experts who appeared on the Happy Here podcast.
1. Embrace vulnerability as you communicate with your team. Communication is crucial to effective management. Embracing vulnerability in your communication can be a complete game-changer.
In the words of Amy Lavoie, Chief People Officer, Torch, "Leaning into vulnerability is just such an important part of management. I think admitting that can help more people feel ownership over this really tricky new [hybrid work] dynamic that we're all living in."
Remote and hybrid work models necessitate clear communication. In the absence of communication, people tend to fill in the gaps.
That’s why it’s important to be open about uncertainties and challenges. When managers show their human side by acknowledging their own doubts and struggles, it encourages open communication and authenticity. By being vulnerable, you invite your team to navigate the complexities of the modern workplace together, building a stronger, more resilient team in the process.
Listen to Amy Lavoie's "Happy Here" episode.
2. Do your part to build an environment of inclusion and belonging. A sense of inclusion and belonging on your team supports a healthy and productive work environment. In fact, inclusive teams outperform their peers by 80% in team-based assessments.
Managers should actively create an inclusive culture by listening to team members, recognizing and valuing their unique perspectives, and ensuring that everyone feels heard and respected. That way, everyone can feel empowered to contribute their best work.
Cynthia Burks, a board member and HR advisor, shared her insights during a conversation with Wisq about the importance of intentionality in building an inclusive culture: “Leaders need to be intentional around creating an environment of inclusion, and they need to be purposeful in their engagement with their employees so that people do have that feeling of belonging.”
Listen to Cynthia Burks' "Happy Here" episode.
3. Seek out your sense of purpose and encourage others to find theirs. Connecting someone’s role to the broader value and mission of the company they work for can help them feel more engaged.
People crave a sense of purpose at work. The Japanese concept of ikigai, which means “reason for being,” is based on the idea that you can find joy through a sense of purpose.
As a leader, help your team members find their sense of purpose. Regularly remind them of the company's mission, vision, and purpose—the “why” behind their work and how their contributions support the company's goals. This alignment not only boosts motivation but also fosters a deeper sense of belonging and commitment.
Rich Deal, CHRO, FICO, likened it to an auto factory, where someone who works on an assembly line might not understand the importance of their role without seeing the finished car.
He added, “In our case, [FICO] is building a software platform to help our customers make better decisions. One of the things we've realized is it's so important that we take the time to stop and help [the employee] understand exactly what it means. If you can connect to that bigger thing, your level of engagement and commitment, it just goes through the roof and it leads to the kind of culture that we're trying to build.”
Listen to Rich Deal's "Happy Here" episode.
4. Encourage employees to drive their careers forward. As Joan Burke said on an episode of Wisq’s podcast, “Don't put your career in someone else's hands. You own it. You know, never, never, because you know what's best for you. So while you need mentors and sponsors and people along the way to help them, don't look to other people, to, to, to map out your career, do it yourself.”
This advice is a call to action for individuals at all stages of their careers. As a manager, you can help empower your team to take ownership of their careers. Try the following to help your team drive their careers forward:
- Encourage them to set personal and professional goals. Set aside time to talk to them about their aspirations.
- Provide them with opportunities to develop new skills. Try learning something new together with a team-building activity.
- Support them in seeking out mentors and networking opportunities. Suggest they attend a conference where they can learn about new technology and meet their peers.
By fostering an environment where individuals feel equipped and encouraged to drive their own career growth, you'll not only help them succeed but also contribute to a more dynamic and engaged team.
Listen to Joan Burke's "Happy Here" episode.
5. Help your team embrace their sense of leadership. At its core, management is about supporting everyone’s sense of leadership. Great managers don't oversee tasks; they inspire and empower their teams to excel. They create an environment where each team member feels valued and encouraged to contribute their best.
Building leadership capacity among everyone can help businesses succeed. Companies with strong leadership practices are 2x more likely to outperform their peers in profitability and 1.5x more likely to outperform in productivity.
As a manager, you can model the qualities you want to bring about in a team, such as integrity, empathy, and resilience. Keep an open mind and learn alongside your team. And remind everyone that their perspectives and input aren’t just appreciated but are critical to achieving shared goals.
Diana Chapman, founding partner at Conscious Leadership Group, puts it succinctly, "My argument is anybody who wants to take responsibility for their influence in the world is a leader."
Listen to Diana Chapman's "Happy Here" episode.
Lead and inspire to make a lasting impact. You can help inspire and motivate your team to achieve shared goals by embracing vulnerability, fostering inclusion, helping employees find purpose, encouraging career ownership, and nurturing leadership at all levels.
The best managers out there are those who lead by example, listen actively, and continuously strive to bring out the best in their teams. Embrace these strategies, and you can be the exceptional manager that helped employees find their strengths and linked their work to a purpose.
Learn how Wisq helps managers thrive.