In today’s globalized and technologically advanced business environment, the ability to build and manage relationships has become a crucial component of a manager’s success. As relationship leaders, managers not only achieve better results in team management but also build lasting social capital.
Why are relationships so important for managers and organizations today? Firstly, relationships impact the quality and efficiency of a team. Managers who build trust, cooperation, and good relationships within their teams create an atmosphere where people feel valued and motivated to achieve ambitious goals. Empowering others significantly facilitates igniting ambition in their colleagues, encouraging them to identify with the team’s goals and purpose. Relationships also influence a manager’s ability to implement changes and achieve strategic objectives. Organizations with relationship-focused managers tend to be more adaptable and capable of adjusting to changing market conditions. It is essential to emphasize that I am talking about relationships alongside goal orientation and management skills, never in place of them.
Key skills and strategies for a manager as a relationship leader:
- Communication
This is the most critical skill for a manager-leader of relationships. Managers should be able to listen attentively, express their thoughts clearly, and establish open channels of communication with team members. However, in many companies, “corridor communication” still prevails, effectively bypassing the most interested parties.
- Empathy
Empathy is crucial in building relationships. Managers who understand the needs and expectations of their employees can adjust their approach and actions to support their development. The truth is that in Poland, we are at an early stage of educating people about what empathy is and how it can be cultivated.
- Problem-solving
Managers must be able to solve problems constructively and satisfactorily for all parties involved. They should identify the root causes of problems, generate solutions, and negotiate compromises. This is not possible without psychological safety in the team. It also requires letting go of the insistence on one’s own views and solution ideas.
- Managing Diversity
Modern teams often have diverse cultural, age, and other factors. Leaders should be able to effectively manage this diversity and create an inclusive culture.
- Building Trust
Trust is the foundation of successful relationships. Managers should be authentic, consistent, and keep their promises to build trust with team members. Building trust requires humility and the courage to admit mistakes and say, “I’m sorry.”
- Supporting Employee Development
Managers should invest time and effort in developing the skills of their employees. This fosters loyalty and increases motivation.
- Creating a Relationship-Based Culture
Managers can influence the organization’s culture by promoting the value of relationships. They can do this by setting an example and rewarding positive behaviors. However, there is still much work to be done in changing the beliefs and attitudes of leaders who are unable to confront the fast-paced nature of business and embark on a deliberate, thoughtful journey towards building relationships and bonds at work.
The role of managers as relationship leaders is becoming increasingly critical in today’s business environment. It is time for this role to be redefined, and it should start with the managers themselves. They are responsible for creating an environment in which employees can grow and develop valuable solutions. Building a culture of relationships within an organization can help establish connections with other team members, clients, business partners, and the external environment. Leaders who can build and maintain strong relationships are much more likely to succeed in today’s business world.