If you’re a senior leader in your organization, chances are the vast majority of employees don’t view you as a real person.
Research by Nathan T. Washburn and Benjamin Galvin shows employee perceptions of senior leaders are governed by mental models they form through incidental interactions with the leader, such as emails, videos, speeches, or other impersonal means of communication.
So what should you make of that? First, it should make you question the level of trust people have in you. Second, you should know that without trust it’s virtually impossible to influence and inspire your team to follow your lead. And third, it should prompt you to consider ways to build a more personal relationship with those you lead.
But where to start? Start at the beginning. Start with building rapport.
Merriam-Webster defines rapport as “a friendly, harmonious relationship; especially a relationship characterized by agreement, mutual understanding, or empathy that makes communication possible or easy.”
Rapport is a fundamental component of having a connected relationship with someone, and the lack of personal connection is the reason people view their leaders as impersonal avatars. Research has shown the importance of warmth as a critical factor in building trust. Your team members are wanting to know that you care about them as individuals and not just nameless worker bees showing up to do a job.
People don’t care how much you know until they know how much you care.
It doesn’t matter how brilliant or charismatic you are as a leader; if your people don’t think you have their best interests in mind and truly care for them, they won’t give you their trust, loyalty, and best performance. Establishing rapport with someone creates an environment of warmth and safety which allows trust to blossom.
Building rapport isn’t rocket science but it takes an intentional effort. Here’s a few easy and practical ways to foster rapport with someone:
- Remember and use their names
- Learn something about their life outside of work
- Share information about yourself; show some vulnerability
- Strike up a conversation (about them, not you)
- Identify mutual interests
When clients tell me their organization is suffering from a lack of trust between senior leaders and front-line employees, the first area I explore is the sense of connectedness between the two groups. Almost always the issue boils down to the front-liners not having any semblance of a personal connection to senior leaders.
It’s a predictable dilemma. The further up a leader moves in the organization, the wider her span of control becomes and the harder it is to have a personal relationship with each employee. However, through effective communication techniques, conveying a sense of authenticity by sharing information about yourself, and intentionally making the time and effort to connect with people as much as possible, you can develop rapport with your employees that leads to high trust and loyalty.
More From Randy Conley
Randy Conley, Vice President of Client Services & Trust Practice Leader for The Ken Blanchard Companies, offers insights on leadership and trust on his blog, Leading with Trust. You can follow Randy on Twitter @RandyConley.