A traditional boss is process and metrics oriented, has a business-first mindset, maintains more formal relationships with their team and derives their influence from their position. In contrast, a human leader is more of a coach and facilitator, displays high emotional intelligence (EQ), understands how culture and team dynamics impact performance, maintains regular two-way communication with employees and derives their influence from their relationships with team members.
Human leadership is and will remain the predominant, preferred leadership style in the workplace.
To help you, we’ve outlined a few easy ways that you can get started honing your own human leadership skills.
How to get started becoming a human leader
1. Engage in self-evaluation
As a leader, one of the most important exercises you can engage in is a self-assessment. Be willing to look within and ask yourself tough questions on how you can improve your management style and become a human leader. Examples:
- How can you sharpen your skills?
- What are your shortcomings?
- How are you investing in yourself?
- What makes you uncomfortable when leading others, and why?
2. Take leadership courses
You should have an idea of the areas in which you need to improve based on your self-assessment. Seek out leadership courses and training, beyond standard leadership training, targeting these areas. It’s a great idea to focus on the soft skills in demand for human leaders and topics that are relevant to the modern workplace – such as EQ, managing across generations and managing effectively in remote environments.
3. Find peer support
Is there another manager you know whose style differs from your natural style, but they’ve been successful and have a great rapport with their team? Do you know a manager who seems to be a well-established and talented human leader? Talk to them and learn from their insight and tips. It doesn’t have to be a manager within your business unit or even at your company.
4. Listen to your team
Ask your team what you’re doing right, what you should change and how you can better support them – and be willing to act on their feedback. This is the quickest and most honest litmus test for how you’re doing as a leader.
And remember: If they hesitate to give you feedback, that is feedback. It tells you that there’s a lack of trust and transparency on your team and you need to improve your relationship with employees.