Whether you are experienced in management, recently promoted to a leadership position, or accountable for managing a team, the same question is asked: How can I (or we) lead more effectively, influence others, and empower those around ourselves?

It’s likely that the secret to finding the right response to a challenging situation at work lies in examining your approach to leadership. Are you typically a traditional manager who prioritizes strict rules and control, or are you more of an empathetic leader who takes a more personal and understanding approach of management to build an employee-centric workplace? The answer to this question may hold the key to unlocking a more productive and satisfying work environment.

What does a Traditional Manager in a Workplace look like?

• More formal, distant relationships of employers with employees typically characterized by power and control
• Process and metric driven
• Business-first mindset

Traditional bosses often resemble a school principal, as they possess the authority to reprimand or reward. As students, we would dread being sent to the principal’s office. In a similar way, traditional bosses are viewed as authoritative figures who symbolize the hierarchical power structure in the workplace. Their influence is derived from their rank or seniority, daily influence over others and direct control over employees’ workloads, salaries and career progression.

Is an Employee Centric Leader similar to a Traditional Manager?

Absolutely no.

Human leaders are expected to be authoritative figures, but they must also serve as a guide and coach, offering support and guidance to their employees. This influence comes from their ability to form meaningful relationships with their employees, building trust and creating an atmosphere of mutual respect. Rather than simply wielding power over others, human leaders seek to empower those around them.

To do this effectively they must be able to empathize with the human experience, understanding that businesses are made up of people who have good days and bad days. It is the job of human leaders to stay in tune with their employee’s feelings and take these into account when assigning tasks or setting goals. While expectations need to be met, these leaders must also work hard to cultivate a culture of psychological safety where strong performance can thrive.

Which managerial style will be opted in the advancing future?

It is a well-known saying that “Employees do not leave jobs, they leave managers”. This is indeed accurate; fear- and power-based leadership does not promote long-term motivation in staff. Additionally, when employees dread interactions with their manager, this creates an unproductive atmosphere. As the competition for talent increases and more and more individuals resign from their positions, a conventional boss leadership style has become increasingly ineffective in recruiting efforts due to its reputation. Human leadership has become the primary, desired approach to managing personnel in the workplace.

Robbert Murray assists job seekers by connecting them to employers with human leaders, enabling them to find employment that best suits their interests while feeling at ease in the environment. For further information, please visit our website www.robbertmurray.com  to connect with our team of experts.