How to Be A Leader Who’s A Real People Person
A quick Q&A with Laura Dannhäuser, Ph.D.
New Year, same LeAD Labs. We’re diving back into our LeAD 6PLeadership Framework and digging into People & Place.
As a refresher, People & Place describes how leaders create a positive context for their teams by forming open, supportive relationships with others, supporting individual needs, and proactively sharing their appreciation. Effective leaders excel at relational transparency, meaning they present their authentic selves to others and share information openly so that others can feel they can be open in return.
To learn a little bit more about how to develop People & Place, we decided to do a lightning round Q&A with a LeAD Labs alum, Laura Dannhäuser, Ph.D.––a leadership strategist, postdoctoral fellow at the Kravis Leadership Institute, and a visiting assistant professor of Leadership at Claremont McKenna. Her research background and interests lie in the realm of leadership, with a focus on leader development, authenticity, identity work, coaching, and peak performance.
Ok, Laura…
Question #1: Who are well-known leaders who are strong in People & Place, and why?
Richard Branson (Virgin Group): Branson's approach to leadership is heavily focused on employee engagement and empowerment, creating a positive work environment where individuals feel valued and motivated.
Jacinda Ardern (Former Prime Minister of New Zealand): Ardern is praised for her empathetic leadership style, particularly visible during crises such as the Christchurch mosque shootings. Her approach is centered around compassion, effective communication, and community involvement.
Phil Jackson (Former NBA Coach): Famous for coaching the Chicago Bulls and the Los Angeles Lakers, Jackson's approach to leadership involved a blend of mindfulness, a focus on teamwork, and the utilization of the 'triangle offense' strategy. He is known for his Zen-like approach to coaching, emphasizing mental strength and cohesion.
Question #2: What three characteristics contribute to strength in People & Place?
Empathy and Understanding: These leaders demonstrate a deep understanding of themselves and their team members' needs and aspirations.
Authenticity and Transparency: They reveal more of themselves, practice open communication, and encourage others to do the same.
Empowerment and Autonomy: They are real team leaders by providing team members with the responsibility and freedom to take initiative fosters a positive work environment.
Question #3: What are three common mistakes you see leaders make regarding People & Place?
Overlooking Individual Needs: Leaders often make the mistake of treating all team members the same, neglecting individual aspirations and personal circumstances.
Lack of Authenticity: Failing to be genuine in interactions can lead to a lack of trust and difficulty building solid relationships.
Micromanagement: Exerting excessive control undermines autonomy, stifling creativity and initiative among team members.
Question #4: If you could give leaders a few quick pieces of advice to help develop their People & Place dimension, what would it be?
Act upon the mantra of “appreciation before expectation” regarding the people surrounding you. Essentially, focus on being grateful for what we have; as expectations will likely lead to disappointment if and when others don't behave as we’d prefer.
Foster open communication.
Encourage a culture where feedback is welcomed and valued.
Listen actively and empathetically to understand the perspectives and needs of your team.
Ok, last one!
Question #5: How can a leader develop their People & Place both in and out of the office?
In the Office: Implement regular one-on-one meetings to understand individual team members’ career aspirations and personal challenges. Create collaborative spaces and team-building activities that encourage interaction and relationship-building.
Out of the Office: Engage in community or team-building activities that are not work-related to understand your team in different contexts better. Practice active listening and empathy in all professional or personal interactions to better understand different perspectives and experiences.
Thanks, Laura! If you’re interested in learning more about Laura’s work, connect with her on LinkedIn. And, if you want to learn more about the LeAD 6P Leadership Framework and take our assessment tool, visit our site!
How about you? In your experience, what are ways that you’ve been able to develop People & Place in your own leadership? Leave your advice in the comments!
