Ok, this title should be self evident, especially to long time readers of this blog. Here’s some data to “prove” it though. It comes from Tim Sanders and his great blog – in a post a few weeks back. Here is the research he cited :
A 2004 Yale study found that a highly likeable sales rep will earn 40% more than an equally educated or experienced counterpart. Another research project found that managers with strong emotional connections to his/her people had 30% less regrettable turnover. (bolding is mine)
I love this type of research because it talks to the data side of our brain and reminds us that our work isn’t all about the data! In my upcoming book, From Bud to Boss: Secrets to a Successful Transition to Remarkable Leadership, my co-author Guy Harris and I talk about task functions of leadership and people functions of leadership – and these facts are one reason why this difference is so important.
Here are some facts:
- As leaders we are leading people.
- People want to follow people they know, like and trust.
And those things require an emotional connection, don’t they?
Let me see if I can enter the conversation that might be going on in your mind now:
Q: Does this mean we as leaders must become friends with all of our followers?
A: No, of course not.
Q: Does that mean I have to spend equal amounts of time with everyone, in some sort of fairness balance?
A: No – you will be naturally attracted to some people and their personalities, your personal connections, and more. That is ok. You don’t have the mental, emotional or physical bandwidth to do this with everyone you lead – but that doesn’t mean you ignore it with everyone either.
Q: What does this mean then?
Engagement is a great word, but a trendy one. Don’t lose the meaning underneath the trendiness. As a leader we are only leading if people are following. And people follow people.
Engage people because it is the right thing to do, not because it is another thing on our task list.