Humanized leadership: less control and command, more kindness and trust. New performance indicators will be based on happiness and well-being in the workplace.
For a long time, our organizations were governed by very well-defined hierarchies, through control and commands. There was a fine line between firmness and oppression.
There was no trust, much less empathy or kindness. In fact, what mattered was mastering the technical part of a job and obeying the rules of superiors.
We called it respect. But was there, in fact, respect?
As we evolved, we naturally began to question structures. And that's great! It's part of it. This is how we must walk, if we want to go further.
In the meantime, we began to notice a strong movement towards quality of life. Work, which was previously completely separate from personal life, became part of it.
In other words, we understand that, as the years went by, it became increasingly difficult to completely separate things.
While we seek to balance our professional and personal lives, we understand that a large part of our time is still available for work.
So, why not look for quality of life in companies? Why not make efforts to reduce stress and increase happiness in these environments, since our time is precious and most of it is allocated to organizations?
Well, science still does not prove, with specific data, that the future lies in the humanization of leadership.
On the other hand, social, cultural and economic indicators prove that people tend to stay in companies whose leaders have good relationships between peers and employees.
That is, environments in which trust is built are exactly those in which employees tend to remain. Unlike companies where leaders still have less empathetic and more authoritarian attitudes.
In fact, a survey carried out in the United States showed that more than half of employees who left companies justified their move due to displeasure with their leaders.
Leaders or bosses? Let's use the correct terminology: bosses!
Leadership has always had a lot to do with the hierarchy of structures, with this method of command and obedience.
Leadership, in turn, is the choice to do things differently. To transform yourself and others. To seek better paths for processes, in search of the highest collective results.
Leadership is all about collaboration. And we just need to rescue that. But let's go back a little in history to understand the reason for such a rescue.
Many, many years ago, man became the most successful species on Earth. Among the reasons, including the development of tools, one stands out: cohesion.
Human beings are sociable by nature. And the formation of groups that collaborated with each other allowed us to go where no other animal has gone.
And here we are!
Basically, collaboration and cohesion have always been with us. And if there is collaboration, there is trust. However, as we walked faster, they got lost along the way.
So, we just need to rescue them from the point where we let them escape. Simple, isn't it?! No! But, fortunately, there are methods that make the path to this rescue clearer.
According to The Five Dysfunctions of a Team, written by Patrick Lencioni, author of the bestselling The 5 Team Challenges: A Story about Leadership, there are five tendencies that harm teamwork and that should be in the sights of leaders:
I believe that any leader or leader can familiarize themselves with such a list.
The truth is that we start from leaders who are unable to be vulnerable, causing the environment to have an artificial harmony, with ambiguities, low standards and surrounded by status and ego.
Instead of collaboration, we have competition.
And instead of leaders, we have bosses.
The answer lies in understanding Patrick Lencioni's pyramid and the Five Behaviors - or the five behaviors of cohesive teams.
Note that the base of the pyramid is the first step to work on: trust. There is only collaboration if there is trust.
And trust is only built from leaders who can understand, access and show their vulnerabilities.
From then on, everyone will be open to discussions and conflicts in a transparent way. If there is trust, there is no need to fear conflict.
Conflicts become productive, and it is through them that the best solutions are reached.
With this, everyone is committed to the process, being owners of it, to ultimately achieve the best results, which ends up being the consequence and the top of the pyramid.
See that everything started with a humanized leader. A leadership that is human, vulnerable, that listens, is empathetic and works on its behaviors beyond technique.
The team will follow suit, naturally. And it will achieve what brought us here: cohesion.
The future of leadership lies in humanity. To do this, we need to deeply understand the five behaviors that support cohesion in teams.
Access our solutions now, we are leaders in Five Behaviors, Leadership and Communication training:
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