Grow…Grow…Grow…Your Leadership With These 3 Nutrients

What type of ‘fertilizer’ do you think I need to use to get them moving?”

It was the somewhat sarcastic question from a participant after I finished a recent keynote presentation. They were alluding to my comments about successful leaders having the attitude of a gardener. 🌿

Being able to give an immediate answer to that question is like someone saying to me, “Jones I have this plant. What do you think it needs to grow better?” I’d have to know what the plant is, how it’s been cared for in the past, and what the person’s goal is for the plant (i.e. encourage new leaves, flowering, etc.).

Successful leaders know they can’t take a one size fits all approach to growing their team either. They have to invest the time to know the person’s unique motivators, their professional and personal goals, and other factors like their values and what type of work environment best meets their needs.

That said, I do believe there are three “nutrients” any leader or manager can always seek to provide to their team members that will encourage them to grow in skill and desire to deliver their best work. What are these “essential nutrients” you ask? Read on.

Feeling Seen

One way to make someone feel seen is to listen at level 3 and show interest in their thoughts and ideas. Be curious about their responses and resist the temptation to jump in before they finish their thought. Practice a slow head nod instead of bobbing your head quickly (which makes them think you are in a hurry).

Make a consistent effort to check in with team members individually and ask how they are doing both professionally and personally. Remember they want to be seen as a valued employee AND a human being.

Another strategy is to recognize their achievements publicly and provide specific feedback to show that you are paying attention to their contributions. Don’t simply say “good job.” Be specific about how their work contributed to the team’s success as well as the organization’s goals.

Feeling Heard

Feeling heard starts with promoting open communication by creating a safe and supportive space for your team to share their thoughts and ideas. This includes asking for input from team members who may not be speaking up about an idea or challenge.

Regular check-ins or one-on-one meetings are also critical with regard to feeling heard because it’s the place where you can best give them your complete attention.

Feeling Understood

Some of the best strategies for you to ensure your team members feel understood are to show interest in what their team members are saying, acknowledge their feelings, and try to understand their perspectives. A key way to start that process is to say, “Help me understand what makes you say…..”

Another way to help team members feel understood is to provide opportunities for them to share their opinions and ideas, particularly during team meetings. Most importantly, demonstrate empathy by putting yourself in your employees’ shoes, showing compassion, and taking appropriate actions to address any concerns.

In case you are wondering what I said to that audience participant, it’s the same three things I just mentioned here… to be seen, heard, and understood. Start there and then work on the “micro-nutrients” specific to each team member.

That’s a post for another day. 🌱

What helps you feel seen, heard, and understood at work?