December 12, 2024
We are definitely in the holiday season, which is less than two weeks until Christmas. This is a time when leaders can make an impact on those they lead. Part of that is presents and celebrations. These are, in many organizations, traditions that have been celebrated over the years. There is another present those you lead and serve need, and that is your presence. A leader’s presence is especially critical in the holiday season. Have you ever noticed that some people in the organization are tense or down, even disconnected? They may be avoiding the festivities altogether. This may be true for you as a leader as well. The reason for this is that joyful traditional festivities are not the case for everyone you lead.
“Christmas is an Emotional Magnifying Glass; what is good gets better, and what is terrible gets worse. “
This past week, this point was driven to me by Hollywood. We took our grandson to see The Grinch Who Stole Christmas. It is a funny story with a happy ending about a sad topic that is true for many at this time. Their holidays were not always fun. The second learning came from a newly released Netflix animated movie, “That Christmas.”The story is about a crazy Holiday season in Wellington on the Sea in England. The story begins with the narrator saying,” Christmas is an Emotional Magnifying Glass; what is good gets better, what is bad gets worse. “The story revolves around this point for a young new kid in town whose mom can’t be with him on Christmas Eve and Christmas day, as well as the other Characters dealing with their feelings, good and bad, about Christmas when Santa comes and the kids abandoned and by themselves due to a storm create Christmas together. Watch this movie. The point really is that the Christmas /holiday season is an emotional Magnifying Glass: The movie also shows that traditions can be changed and improved for all, so check out “That Christmas.”
The holiday season points to the responsibility of a leader to focus on finishing the year quarter or semester and to be vigilant in creating and sustaining a need-fulfilling organization. When we consider the historical lack of employee engagement and employee reports of managers not being concerned with their well-being, the feeling of being cared for was reported by Gallup in their 2023 State of the Workplace study. It is time for new year-round traditions that can start with the holiday season. A leader’s presence has a profound impact on those they lead and serve, not just during the holiday season but throughout the year. The way leaders show up, engage, and interact with their teams can create a fulfilling culture that fosters growth, productivity, and satisfaction. By embracing the L.A.F.F.S. model, leaders can cultivate an environment where employees thrive and organizations flourish.
This Thursday’s Leadership Insights on Leadership is the second article about leadership presence as the present those you lead really want. One of those presents is creating and sustaining a needs-filling organization that builds people up and gets things done. The L.A.F.F.S. framework provides a guide to be aware of and assess how need-fulfilling your organization is and ways to create a need-fulfilling organization
First, a disclaimer: You don’t have to be a therapist /psychologist. A leader has to be aware that it is okay to check in and have resources or know who does to help. Secondly, leadership requires effectively developing “soft skills, “remembering that leadership focuses on building people up and getting things done. This process is called by McKinsey and the company’s human-centric leadership. The holidays are a great time to start being a humancentric leader with your presence. The leader’s choice of using “soft skills” leads to connection, engagement, learning, and growth. The co-author of The Leadership Challenge, James Kouszes, often says, “You must connect with people in the present to lead them into the future.”
The leader practicing leadership presence understands that work needs to be fulfilling. One of My early mentors, the late Dr.William Glasser, always taught us two things that resonate today: “It is all relationships, “and people are motivated by internal needs.” He characterized these internal drivers or needs using the acronym L.A.F.F.S. Below is an overview of L.A.F.F.S.with some awareness questions a leader needs to ask themselves and a brief description
L . love and belonging.
Leadership awareness questions
1. Do those I lead feel they fit in the organization?
2. Do those I lead feel valued as a part of the organization?
Leaders play a crucial role in creating a sense of love and belonging within their teams. This means a deep understanding of connection and care for one another. When leaders demonstrate genuine concern for their team members’ well-being, it creates a strong foundation for a positive workplace culture. Gallup’s research highlights the importance of this connection. Their studies show that employees who feel a strong sense of belonging are more engaged and productive.
Leaders who prioritize building relationships and fostering a sense of community within their teams are more likely to create a culture where employees feel valued and connected.
A.Achievement and acknowledgment and ability to achieve
Leadership awareness questions
1. Do those I lead feel they are /contributing?
2. Do those I lead feel they are acknowledged for their efforts
3. Do those I lead feel they are making an impact on a bigger purpose?
Leaders who create an environment of acceptance and acknowledgment empower their teams to achieve great things. This involves recognizing and appreciating diverse perspectives, celebrating accomplishments, and providing opportunities for growth and development. The Global Leadership Forecast 2023 by DDI emphasizes the importance of inclusive leadership. Organizations with an above-average proportion of women leaders are 1.9 times more likely to be rated as having an inclusive culture.
This underscores the value of diverse leadership in creating an accepting and acknowledging environment purpose.
F. Freedom to work and make a difference
1. Do those I lead feel the freedom to work on meaningful projects?
2. Do those I lead feel they are able to work independently or lead an ad hoc team?
Empowering employees with the freedom to work autonomously and make meaningful contributions is a hallmark of outstanding leadership. When team members feel they have the ability to influence outcomes and make a difference, their engagement and satisfaction soar. Gallup’s worldwide study of engagement State of the Global Workplace report supports this, showing that employees who feel their opinions count at work are more likely to be engaged and productive.
Leaders who provide clear expectations and follow-up while allowing for autonomy create an environment where employees can thrive and innovate.
F. Fun
Leadership Awareness Questions
1. Do those I lead feel they have good relationships at work?
2. Do those I lead l enjoy work because they are working in my working genius,energizing their work (Patrick Lencioni, The Six Types of Working Genius)?
3. Do those I lead feel they are able to work in their Why ( Simon Sinek Find Your Why)
Leaders who prioritize fun create a positive atmosphere that energizes their teams and fosters creativity.
Incorporating elements of fun into the workplace can significantly boost morale and productivity. Leaders who encourage a lighthearted atmosphere and organize team-building activities create a more enjoyable work environment. This is particularly important during the holiday season when stress levels can be high. The research noted in The Key to Keeping Your Team Productive During the Holidays shows that fun at work can lead to increased job satisfaction, reduced stress, and improved performance
. S.Safety and security
1. Do those I lead feel safe to be different than my leaders
2. Do those I lead feel safe to offer new, innovative ideas or disagree?
3. Do those I lead feel that the organization and my leadership create a secure and stable organization?
Creating a psychologically safe environment is crucial for fostering collaboration, innovation, and open communication. When employees feel safe to express their ideas, take risks, and make mistakes without fear of retribution, they are more likely to contribute their best work. The Leadership Challenge, a seminal work by Kouzes and Posner, emphasizes the importance of trust in leadership. Leaders who build trust create a secure environment where team members feel comfortable taking the initiative and sharing their thoughts.
“Culture is how we think, act, and interact.”
Greg Cagle
The Benefits of Need -Fulfilling Cultures
Culture is relationships, as Greg Cagle writes in The 4 Dimensions of Culture: And the Leaders Who Shape it. .He defines culture as “How we think, act, and interact “.Cultivating a need-fulfilling culture through the L.A.F.F.S. model yields significant benefits in how we think, act, and interact for both employees and organizations, as well as customers. Gallup’s research shows that companies with highly engaged workforces outperform their peers by 147% in earnings per share. Additionally, these organizations experience lower turnover, higher customer satisfaction, and increased productivity.DDI’s research further supports this data, indicating that organizations with strong, inclusive cultures are more likely to outperform their competitors financially
These cultures also tend to attract and retain top talent, creating a virtuous cycle of success. A leader’s presence is a powerful force in shaping organizational culture. By embodying the principles of L.A.F.F.S. – Love and Belonging, Acceptance and Achievement, Fun, Freedom to Make a Difference, and Safety and Security – leaders can create a fulfilling environment that brings out the best in their teams. This approach not only enhances employee satisfaction and engagement but also drives organizational success. As we navigate the holiday season and beyond, leaders should remember that their presence is a gift to their teams. By consistently demonstrating care, fostering inclusion, encouraging enjoyment, empowering autonomy, and ensuring psychological safety, leaders can create a culture where everyone thrives. In doing so, they not only serve their teams but also contribute to the overall success and well-being of their organizations.
In the Netflix movie “That Christmas, “The teacher, Mrs Trapper, ends the movie by reminding all her students and all of us that “Real community is for life. The teacher reminded the group it was time to celebrate the wins and learn from the losses”. A leadership practicing presence will consider L.A.F.F.S. to build a community for the holidays and beyond.
The leadership Question for you is
1. How aware are you of how those you lead are doing using the L.A.F.F.S. model?
2. What can you do to incorporate the principles of L.A.F.F.S. with those you lead and serve?
Next week’s leadership insight will consider specific strategies to build an L.A.F.F.S. culture for those you serve and lead.