…why executives must embrace empathy and approachability for success
In the bustling corridors of modern business, where decisions are swift and competition fierce, there’s a quality that often gets overshadowed by the buzzwords of strategic acumen and technical prowess: likability. Picture this: a leader who not only commands respect through expertise but also garners genuine affection and loyalty from their team.
This is the kind of executive who makes the workplace more than just a place to clock in and out, transforming it into a vibrant community where people feel valued and understood.
Likability isn’t just about being friendly or having a pleasant demeanor. It’s a deeper, multifaceted trait that includes empathy, approachability, and the ability to connect on a personal level. It’s about fostering trust and creating an atmosphere where people are motivated to do their best because they want to, not just because they have to. Imagine working under a leader who remembers your name, asks about your weekend, and genuinely cares about your opinions. Such leaders make a significant difference, not just in morale but in productivity and innovation.
Yet, the business world often underestimates the power of this trait. There’s a lingering belief that leadership is all about authority and control, that to be effective, one must be distant and imperious. However, real-world experiences and growing research show that the most successful leaders are those who blend expertise with a touch of humanity.
This article delves into why likability is an indispensable asset for executives. We will explore how it builds trust and rapport, boosts employee morale and engagement, enhances communication, shapes a positive organizational culture, improves overall leadership effectiveness, and encourages innovation and creativity.
By the end, you’ll see how likability isn’t just a nice-to-have but a must-have for any executive aiming for long-term success in today’s fast-paced business environment.
- Building Trust and Rapport
Trust and rapport are the cornerstones of effective leadership. For executives, the ability to build and maintain these elements is not just beneficial; it’s essential. A likable executive naturally cultivates an environment of trust by being approachable, consistent, and empathetic. When employees feel that their leader genuinely cares about their well-being and professional growth, they are more likely to be open, honest, and loyal.
Consider the example of Satya Nadella at Microsoft. When he took over as CEO, Nadella’s focus was not just on transforming the company’s strategy but also on rebuilding its culture. His emphasis on empathy and understanding helped break down silos within the organization, fostering a more collaborative and innovative environment. Employees felt heard and valued, which significantly boosted their engagement and productivity.
Building trust requires more than just good intentions; it involves consistent actions. Executives who follow through on their promises, communicate transparently, and admit their mistakes set a standard of integrity and reliability. This consistency helps to reinforce trust over time, making employees feel secure and respected.
Rapport, on the other hand, is about connection. It’s the daily interactions and genuine interest in team members that build a sense of camaraderie and mutual respect. When executives take the time to get to know their employees, listen actively, and show appreciation, they create a supportive atmosphere where everyone feels motivated to contribute their best.
In essence, trust and rapport are not just about being liked; they are about creating a foundation where employees feel confident, valued, and engaged. This leads to higher morale, reduced turnover, and a more resilient organization capable of weathering challenges and seizing opportunities.
- Enhancing Employee Morale and Engagement
Employee morale and engagement are pivotal to an organization’s success, and a likable leader can significantly enhance both. The psychological impact of having a leader who is approachable and empathetic cannot be overstated. Employees who feel valued and understood by their leaders are more likely to be satisfied with their jobs, motivated to excel, and committed to the organization.
A study conducted by Gallup found that employees who feel their managers care about them as people are more engaged at work. The study revealed that teams led by highly likable managers experienced 21% higher profitability and 17% higher productivity compared to teams led by less likable managers. These findings underscore the profound impact of leadership style on employee engagement and overall organizational performance.
Consider the example of Tony Hsieh, the former CEO of Zappos. Hsieh’s leadership style was characterized by his genuine concern for employee well-being and his commitment to creating a positive work environment. Under his leadership, Zappos implemented a company culture centered around happiness and personal growth.
This approach not only improved employee morale but also resulted in lower turnover rates and higher customer satisfaction. The positive atmosphere at Zappos became a cornerstone of its brand identity, attracting top talent and fostering innovation.
High employee morale translates into tangible financial benefits for organizations. Engaged employees are more productive, take fewer sick days, and are less likely to leave the company, reducing the costs associated with turnover and absenteeism. Additionally, companies with high morale often see better customer service and increased sales, as happy employees tend to create positive customer experiences.
In summary, the psychological benefits of having a likable leader extend far beyond the individual employee. They contribute to a more cohesive, productive, and financially successful organization. Leaders who prioritize building positive relationships with their teams not only enhance morale and engagement but also drive the long-term success and resilience of their companies.
- Enhancing Employee Morale and Engagement
The link between likability, employee morale, and engagement is profound and transformative. A likable leader, characterized by empathy, approachability, and genuine concern for team members, creates a positive work environment where employees feel valued and motivated. This sense of appreciation and support directly enhances employee morale and engagement, leading to higher productivity and job satisfaction.
Studies have consistently shown the impact of leadership styles on employee morale. A Gallup study revealed that teams led by highly likable managers experienced 21% higher profitability and 17% higher productivity compared to those led by less likable managers. Furthermore, the same study found that employees who felt their managers cared about them as individuals were significantly more engaged at work.
A compelling example of the positive impact of likable leadership is evident in the story of Southwest Airlines under the leadership of Herb Kelleher. Kelleher’s leadership style was marked by his genuine care for employees and a fun, inclusive corporate culture. He was known for his approachability and personal engagement with staff, which fostered a strong sense of community and loyalty. This approach not only improved employee morale but also translated into exceptional customer service and consistent profitability for the airline.
The connection between employee happiness and productivity is clear. Happy employees are more engaged, take fewer sick days, and are less likely to leave their jobs, reducing turnover costs. Moreover, they are more likely to go above and beyond in their roles, driving innovation and providing better customer experiences. Thus, likable leadership is not just a nice-to-have quality but a strategic advantage that can significantly boost organizational performance and resilience.
- Driving Organizational Culture
Organizational culture refers to the shared values, beliefs, and practices that shape the environment and behavior within a workplace. It is the invisible hand that guides how employees interact, make decisions, and approach their work. A strong, positive organizational culture is crucial as it fosters a sense of identity, belonging, and purpose among employees, leading to higher engagement, satisfaction, and productivity.
A likable executive plays a pivotal role in shaping and nurturing a positive organizational culture. By embodying values such as empathy, integrity, and openness, these leaders set a tone that permeates the entire organization. Their approachable nature encourages open communication and collaboration, while their genuine concern for employee well-being fosters a supportive and inclusive work environment.
Take, for example, the leadership of Richard Branson at Virgin Group. Branson’s approachable and charismatic leadership style has been instrumental in creating a vibrant, employee-centric culture that values creativity, fun, and personal growth. This positive culture not only enhances employee morale but also attracts top talent, as people are drawn to workplaces where they feel they can thrive both professionally and personally.
Similarly, Patagonia, under the leadership of Yvon Chouinard, is renowned for its strong, value-driven culture. Chouinard’s commitment to environmental sustainability and employee well-being has cultivated a culture of passion and purpose, attracting like-minded individuals who are committed to making a difference.
In today’s dynamic business environment, the importance of likability for executives cannot be overstated. We’ve explored how likable leaders build trust and rapport, enhance employee morale and engagement, facilitate effective communication, drive a positive organizational culture, improve overall leadership effectiveness, and foster innovation and creativity. These elements collectively contribute to a more cohesive, productive, and resilient organization.
For current and aspiring executives looking to improve their likability, several strategies can be beneficial. Actively listening to team members, showing genuine empathy, and being transparent and consistent in communication are crucial steps. Additionally, acknowledging and appreciating employees’ contributions, fostering a collaborative environment, and being approachable can significantly enhance a leader’s likability.
In conclusion, likability is an essential attribute that complements the traditional skills and expertise of effective leadership. It is a key factor in creating a positive, engaging, and innovative workplace. Executives who prioritize and cultivate likability are not only more successful in leading their teams but also play a critical role in driving their organizations toward long-term success and sustainability. As the business landscape continues to evolve, the value of likability in leadership will only grow more significant.
Are you ready for TRANSFORMATION?
Dzigbordi Kwaku-Dosoo is a Ghanaian multi-disciplinary Business Leader, Entrepreneur,
Consultant, Certified High-Performance Coach (CHPC™) and global Speaker.
She is the Founder and CEO of The DCG Consulting Group.
She is the trusted coach to top executives, managers, teams, and entrepreneurs helping
them reach their highest level of performance through the integration of technical skills
with human (soft)skills for personal development and professional growth, a recipe for
success she has perfected over the years.
Her coaching, seminars and training has helped many organizations and individuals to
transform their image and impact, elevate their engagement and establish networks
leading to improved and inspired teams, growth and productivity.
