One of the things team members struggle with is the ability to approach their leaders. Their leader may put on an air of superiority (after all, they rose to the position), busyness, or aloofness.
When a team member sees their leader giving off any of these or other traits of a leader who doesn’t care, they may shrink back. They won’t bother the leader because it would interrupt their day, cause issues, or even feel like they might receive a rebuke.
I know you. You’re not that leader. Or at least you don’t want to be that leader.
I’ve heard horror stories of leaders who were so unaware of how their facial expressions gave off that “leave me alone” look that this is exactly what their team did. They stopped approaching the leadership.
Uh oh. That’s not what we want.
But can we change things? Can we make it so we’re more approachable? You betcha!
4 Ways To Become More Approachable
Have an open door:
Many offices have shifted to an open office floorplan. This means employees are all working together. The open office was supposed to encourage creativity, teamwork, and communication.
What happens, though, is the leadership team of organizations doesn’t have to partake in the open office. They’re given corner offices with doors that can close at will. And close those doors they do.
Instead of closing your door, keep your door open unless you’re on an important call or having a critical meeting. By leaving your door open, you’re creating less barriers between you and your team.
Ask appropriate questions:
If a team member approaches you with a question or concern, don’t brush them off. Engage them instead.
You can engage by restating what they’ve shared with you. Ask a few appropriate follow-up questions once you’ve clarified what they’re looking for. Show them you’re interested in what concerns them.
Allow for dissent:
Many leaders become unapproachable because they kill all dissent. If someone raises a concern, says the wrong thing, or offers a new idea, an unapproachable leader shoots them down. They kill anything that may look like dissent.
Dissent, in and of itself, isn’t wrong. We’re all cut from different cloths, have experienced different situations, and desire different things.
Listening to someone share a dissenting opinion doesn’t mean you agree with them. It means you listen to them. Allow them to share, consider what they have to say, then make your decision.
Listen more than talk:
It’s been said God gave us one mouth and two ears. It’s because we’re supposed to listen twice as much as we talk.
Whew…
That’s a tough one, but our team members often won’t come to us because we won’t listen. We share, share, share, but when it comes time to listen to someone… oh no… That’s not what we do.
But it should be what we do. Listen to those on your team. Hear them out. Give them a voice.
When you do, they’ll know they approach you when issues arise or they have great ideas.
