Social Leader – New Approach for “New Normal” World

In today’s business environment, leaders not only have to be knowledgeable and sound decision making people but also have to have outstanding social skills to maneuver through the highly dynamic factors of effective leadership. They need to display social leadership.

Are you a Social Leader?

These ten questions give you a general feeling whether or not you have the attributes of a social leader and whether you include them in your management style:

1/ Do I normally have confidence in my workers to do the job and do the right thing?

2/ Do I continue to consider ways to prevent problems rather than wait for problems before I act?

3/ Do I enjoy hearing other people’s thoughts as I decide?

4/ Do I like transitions and wonder about how different things can be?

5/ Do I like to work with my employees to develop values and inspire excellence?

6/ Can I take responsibility for my errors?

7/ Do I want someone to see the real me while I communicate with them?

8/ Am I interested in a team approach over an individual approach?

9/ Am I able to give the group credit for ideas and positive outcomes?

10/ Am I usually willing to look at the bright side?

You already have many of the characteristics of a social leader if you answered many or all of those questions yes. Try to find out if the workers are affected by the questions to which your response was no. Share these questions with your colleagues, see what their responses are if it is something you are interested in further improving. Encourage them to repeat this experiment by themselves to evaluate their own ability for social leadership.

So, what is Social Leadership?

Social Leadership is a style of leadership fit for the Social Age, the world of constant change we live in today. It’s a type of authority that has gained our credibility within our societies. It is available in a hierarchy to supplement our institutional authority, but also to those with no official control at all. Social Leaders help a business to thrive, by connecting the power of the team to the everyday challenges of work. Social Leadership is built upon humility, fairness and kindness, but it’s no soft form of power: it’s a power that is earned, because it’s built upon trust, so it carries great weight.

To be a Social Leader

We’re all social, so everybody has social leadership components. However, everybody’s opinion about that is different, so we have some things that have to be cleared to make you a stronger social leader.

One of the main aspects of being a social leader is concentration. It is necessary to concentrate on the job and the work. Concentrations come with commitment. The commitment with the work and all aspects of the work helps individuals to use their social skills to see how others react, show their empathy and collaborate on a solution. Concentrating on jobs and people will be a constructive approach to discontent, bad morale and burnout. When a leader sees these things, they’ll be able to respond rapidly and manage a crisis through contacts and interactions with others and resolve the situation.

Sometimes people only have to be heard to feel like they are understood. It provides a trust and value environment. A social leader should listen and consider, so that others can work through the issue more quickly and easily. Leaders don’t have to be in agreement with staff and they don’t need to have every response. 

Research has noticed that most people say that working with a supporting employer is more valuable than making plenty of money. Leaders who take care of their staff increase productivity. Focusing on jobs and people and also learning to listen with empathy are two examples of not only being a stronger leader, but of increasing the team’s success.

Test it

Social leadership is not gentle, ‘good to have,’ something that adds to the formal power: it is essential in order to really lead the authority we need to have in the social age.

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