Leaders and Followers: Learn How To Improve Your Team Dynamics
If I asked you to tell me what forms the essence of leadership, what might you respond? A sharp mind, a strong hand, a clear vision? In fact, the defining core of leadership is the relationship between leaders and followers¹; just like a conductor cannot make music without an orchestra, a leader cannot guide without followers. Therefore, it’s crucial to notice that the relationship surrounding leadership is one of give and take, a reciprocal state that constantly evolves due to input from both sides (leaders and followers). Understanding this fundamental mechanism of leadership makes it clear that team dynamics, team spirit and a secure understanding and awareness of oneself and of others is what matters most in leadership. This article will examine the aforementioned aspects–the relationship between leaders and followers, team and organizational dynamics, and a leader’s self awareness–to elucidate a path forward for a long-term healthy outlook for a company and the individuals who comprise it.
The importance of the quality of the relationship to oneself and to others cannot be overstated. When leadership occurs unconsciously and without a clear knowledge of oneself, there can be many challenges facing both the leader and the employees under his or her direction. It’s always said one should ‘know [their] audience.’ In the workplace, it’s just as important to know yourself, in addition to the workplace dynamics that are defining the relationship between leaders and followers.
What are the factors, then, for establishing a healthy workplace environment that can help leaders, and in turn, their teams, thrive? It’s important for the company itself to have “a culture where employees are empowered” and to “show support and recognition of, and commitment to, health and safety.”² To delve into whether your team or company is meeting these standards, you could reflect on the following questions:
Do your employees show the capacity to speak up when they think a wrong turn is being made, or that something is unethical, unwise or otherwise not recommendable?
Do your employees play an active role in defining their goals and duties?
Are complaints and concerns voiced openly, or do they often remain silent until or up to the point that an employee reaches a breaking point, such as resigning from their post or suffering a burnout?
Does your team or company have measures in place to prevent and deal with common working hazards in your specific profession, be that Repetitive Stress Injury to the arms, isolation due to frequent remote work, or stress from demanding deadlines?
Are there wellness programs regularly implemented to not just prevent negative health and productivity outcomes, but also to increase employee health, happiness and sense of meaning in working life and beyond?
For managers, it’s important to maintain an open mind and an attitude of self-inquiry in order to foster the skills to lead well and continually evolve. According to the 2017 study by the Chartered Institute of Personnel and Development, “leaders who are supportive of their team, display integrity, are independent thinkers and…effective performers” are able to develop their skills optimally to lead others.³ In addition, a sense of meaning in a manager’s work is equally important as in the work of an employee. The following questions can provide a jumping-off point for managers to assess their readiness for successful leadership and continued development in this area:
How much of my time is dedicated to my own development, managing my team, and long-term planning and visioning beyond the daily tasks?
How do I make decisions that are impactful to others and what is my established framework for making difficult decisions?
When problem-solving, am I able to step outside of my bias and lens to imagine innovative solutions?
Is my working methodology high in output from a performance standpoint? Is it also sustainable in terms of its effects on my work-life balance, my health and my team?
What strategies do I use to empower my reports to engage directly with my leadership and encourage a reciprocal relationship and exchange?
What are my weaknesses and strengths in terms of engaging in leadership in the workplace and what further development would be helpful to keep growing?
The last aspect to examine when considering leadership and a company’s structures in place for working harmony is team dynamics. Team dynamics represent a considerable intersection of influence from the leadership of the team, the tone set by the company itself and each individual’s self-awareness. To assess your team’s functionality, cohesion and spirit, start with the following questions:
What is the communication style of my team overall in times of stress? In good times? And in times of conflict?
Are we able to effectively convey our message, findings, results and work within the team, to other teams and to outside stakeholders? If not, what kinds of issues are preventing us from doing so?
Are there frequent misunderstandings between members of the team? Is the makeup of the team diverse in terms of native language, background, culture and other factors that can increase misunderstandings?
Are we able to support one another in times of stress and challenge?
Are there strategies, techniques and activities in place to form a strong bond as a team, develop a team spirit and galvanize around our goals?
As you can see from the above perspectives, leadership is an intricate dance of bringing together diverse viewpoints and goals between the organizational purpose, the team’s role within the greater whole, and the individuals within a team and its manager. To lead well is to examine oneself and one’s unconscious habits clearly, and to use one’s skills of communication, technical knowledge, and motivation to adeptly guide the members of one’s team to success while also encouraging healthy habits. That’s why we developed Wellness Dosis, and more particularly, a program designed specifically for team spirit, communication and cohesion. Our program is a jumpstart for a flagging team and gives the team a set of values from which they can keep drawing on for less stress, more communication, and success as individuals and as a team. You can see our offer here, and schedule a free call here so we can get to know you and your team. We look forward to it!
Sources:
Chartered Institute of Personnel and Development, Leadership in the Workplace Factsheet, accessed 12 September 2023, <https://www.cipd.org/en/knowledge/factsheets/leadership-factsheet/>.
Lewis R, Donaldson-Feilder E and Godfree K, Developing managers to manage sustainable employee engagement, health and well-being, Research report – phase 2, Chartered Institute of Personnel and Development, accessed 12 September 2023, <https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/full-report18364.pdf>.
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