Every Leader Should Attempt This Approach In 2023
You've probably seen the Leadership IQ research that employees who are always learning new things are literally ten times more likely to give their best effort at work. Yet, notwithstanding that evidence, only 42% of workers say they are always or frequently learning on the job, while another 39% percent say they are never or rarely learning.
Part of the problem is the leadership style that the average manager employs. Based on the over one million leaders who've taken the test "What's Your Leadership Style?," we know that only about 44% of leaders choose to push people to develop their weaknesses (the remainder let employees just use their existing strengths).
Effective leadership requires a delicate balance between setting high expectations and showing care and concern for team members. The style that best accomplishes this balance is called the Idealist leadership style. This is the leader who pushes employees to reach their full potential while also demonstrating a genuine concern for their well-being. This approach is similar to the approach of a teacher who sets high standards and challenges students to achieve their best but also supports and motivates them along the way.
When you've got an organization in which employees are willing to learn and grow, and the company culture supports this development, the Idealist style of leadership delivers great results and employee engagement.
One of the reasons that leaders resist this style, however, is that learning often involves taking risks and stepping out of one's comfort zone. This may involve challenging employees to tackle difficult projects, learn new skills, or push beyond their current abilities. While this approach can lead to personal and professional growth, it may also be challenging for employees who are not accustomed to being nudged in this way.
Despite these challenges, the benefits of the Idealist leadership style can be significant. Employees who are challenged to learn and grow may develop new skills, expand their resumes, and experience a sense of accomplishment and fulfillment. In fact, research has shown that more than half of employees are willing to accept additional challenges in exchange for opportunities to develop and grow.
It is important for HR leaders to remember that while employee happiness is important, it should not be prioritized at the expense of development and growth. By providing challenging opportunities for learning and growth, leaders can support the professional development of their team members while also fostering a sense of fulfillment and accomplishment.
To get started, simply ask every single employee, "What things would you like to get better at this next month?"
This question communicates to employees that you want them to progress and that there are exciting opportunities for learning on the horizon. It also establishes that learning, growth, and development are expected as part of their job duties.
By setting ambitious goals, people are forced to learn new things. Highly productive people are often driven by goals, but when we asked survey respondents if they agreed with the statement "My goals for this year will help me maximize my full potential," only 13% strongly agreed. Learning (and goal setting) should not be a perfunctory, annual activity that occurs during a performance review. Instead, it should be an ongoing process. Set a one or two-month goal and ask employees, "What do you need to learn to achieve this goal?" If there is no new learning involved, increase the difficulty of the goal.
Make sure that everyone on your team is continuously learning. Not only will it increase employee engagement and the capabilities of your team, but it will also enhance leaders' careers. Around 50% of people say that they want a manager who encourages significant growth, and when you adopt this style, you'll quickly become one of those highly-desired leaders.
