There was a time when emotional or empathetic skills were considered frail, which did not have any role in successful management. In today’s market environment, leaders must be not only smart and robust decision-makers, but also outstanding social skills, to manage the highly dynamic factors of effective leadership. They must show social leadership.
What is Social Leadership?
Social Leadership is a new style of leadership fit for the Social Age. This is a type of legitimacy which is built on our reputation in our societies. Within a hierarchy it will supplement our formal authority, but it is still accessible for others without any formal influence.
Social Leaders help a company to grow, by uniting the employees to cope with everyday challenges of the business. Social Leadership is based on humility, fairness and kindness, it’s a power that is earned, cause it’s built upon trust.
To be a Social Leader
1/ Learning to Listen
When it comes to social skills, the greatest mistake one can make is to think that social skill is only about how to be convincing. But you can be much more involved with your talks if you have an interest in what other people are talking about. Moreover, they are much more able to hear you if you listen to them.
2/ Show respect for everyone
You must honor everybody, whether it is a veteran for 30 years or a young kid who just been there a few days. Team members will only listen to you if they respect you. The only way to win respect is to give it, and that is vital. Respect is not just the social skill, but also the foundation of any relationship. People will believe you, be honest and work hard with you, if you are respectable to them.
3/ Make a positive impression first
It was always important to make a first positive impression, so it’s now more important than ever. You may only meet anyone with whom you work once in our today’s digital world, and one meeting might be the only way you can make an impact before you ever connect only through email. Give your undivided attention and gratitude to somebody when you meet, for this could be the only chance you have.
4/ Promoting a social environment
If the culture is transparent and debatable, people are far more likely to be social. A transparent and welcoming environment benefits, of course, from the fact that it promotes interactions. Such environments will create relationships between people, and help to form a united team. After all, a team would get so much more from building bridges than from building walls.
5/ Be ready
Whether you first meet a staff member, pitch a new customer or meditate on a disagreement between two staff members, make sure that you are prepared. You can not make little worth to the meeting if you are unwilling to see someone and if you have not done your homework to know who you are meeting. Moreover, it seems to appear that you do not appreciate the time of other people, and so you are not respected by them.
6/ Positive thinking and enthusiasm
Negative talks and environments lead to negative thinking, whereas negative thinking leads to doubtful thinking. Turning negatives into positive thinking or behavior is a perfect way to create relationships and improve employee involvement. It is a perfect way to create confidence and links with your team if people feel they will come to you when times are difficult, and to see what is right and to see the best of others.
Checklist: Are you a Social Leader?
– Do I normally have faith in my staff to do the right thing?
– Am I trying to figure out how to prevent problems rather than wait for problems to occur before I act?
– Do I want to hear other people’s thoughts as I decide?
– Do I want to cultivate ideals and inspire excellence with my employees?
– Am I normally ready to look on the bright side?
– Am I able to accept responsibility for my errors?
– Do I let others see the real me while I communicate with them?
– Do I value a team approach over an individual approach?
– Do I award the team credit for good results and ideas?
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 to see what their responses are if this is something you are interested in developing more. Encourage them to replicate their own social leadership potential in this exercise.