02/10/2024 Marjut Alatalo Toimitusjohtaja, WayUp Oy.
Have you noticed yourself thinking any of the following thoughts lately?
- I’ve said this many times before...
- I’ve tried offering all kinds of support, but the situation isn’t changing...
- This team member is lazy... doesn’t know how... isn’t capable... doesn’t bother... doesn’t want to...
- I’ve advised and advised, but nothing helps...
- Now we’ll do it this way, and no more arguing...
- etc.
If you recognized any of these thoughts, it’s likely that the situation has frustrated you, and you may have tried even harder. Along with the frustration and the feeling of "gripping the bat or banging your head against the wall," the experience of the leader’s inadequacy—feeling insufficient—might also be present.
Today, leaders and managers are expected to do more than just manage the organization, maximize results, and achieve strategic goals. Particularly for Generation Z, in addition to the content of the work, important factors include a good atmosphere, experiences, and memorable moments. Work, in other words, needs to be enjoyable.
Modern Leadership requires the ability to see each team member as a whole – a person with their own unique strengths, challenges, and needs. This is not only more humane, but also essential for the success of the organization, as not everything can be replaced by artificial intelligence; motivated and productive people are still needed.
See the Person!
It’s not just about completing tasks or achieving goals, but about genuine engagement, where each team member feels valued and like an important part of the community. The leader’s role is to make this possible. When a leader truly sees their team members as individuals, they recognize their potential, understand the challenges they face in the moment, and know how to support and encourage their development.
Solving challenges on behalf of a team member is often a leader’s default approach. However, this undermines trust because it creates a feeling of not being trusted or that one’s expertise is not valued. An emotionally intelligent leader knows, and more importantly has the patience, to guide the conversation toward what the team member expects from them as a leader in this situation. They don’t solve their team members’ problems, but instead show they are present and ready to support in a way that is tailored to the individual.
Leadership requires both – empathy and firmness. We need a goal and boundaries within which to operate, so that we can be effective, as well as humanity and genuine encounters, so that we can feel important and valued.
"Empathy is the ability to observe situations from other people's perspectives and adjust one's actions in relation to others' rights and needs."
Jaakko Sahimaa, Occupational Psychologist
Empathy builds trust, and with trust, the organization becomes a place where team members dare to be creative, take risks, and genuinely commit to their work.
A person is more than their role.
At the workplace, we have specific responsibilities and duties, but behind them is a whole life that the leader should be aware of. This doesn’t mean sympathizing with every personal hardship or challenge, but rather understanding how different areas of life impact one another, so that we can support in those areas where possible.
One of the most important tasks of a leader is to create the conditions for team members to utilize their full potential in the best possible way. This requires knowing them – which takes time, interaction, and active presence. A good leader understands that through genuine encounters and appreciation, a meaningful work community is created, where people want to give their best.
The Leader's Own Humanity
A leader is not perfect or flawless either. When a leader dares to show their own vulnerability and openness, it encourages team members to be honest about their own challenges as well. This kind of openness strengthens a sense of community and creates an atmosphere where it is safe to be oneself.
In my opinion, humanity is the most important tool for a successful leader. It’s easy to focus on numbers, strategies, and goals, but true success only comes when team members feel they are part of a meaningful community, where their contributions are recognized and appreciated.
Well known Professor Brené Brown challenges our thoughts on vulnerability. According to her, vulnerability is not a weakness, but a path to courage, commitment, and meaningful connections. Brown believes that a courageous leader has four key traits. They...
- dare to face vulnerability
- live according to their values
- trust their team and
- teach others to rise from failures
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