Should a Leader Care What People Think?
Should a Leader Care What People Think?
Should a leader care what people think? The answer: yes and no. The most effective leaders understand the importance of listening to other perspectives, but they also know the goal isn’t to make everyone happy. Great leadership means valuing input from others without compromising your principles.
Are You Listening or Seeking Approval?
When people say they care about what others think, they usually mean they want to be liked. Leadership isn’t a popularity contest and being well-liked doesn’t necessarily mean someone is a good leader. However, strong leadership does involve being open to receiving feedback and listening to opposing perspectives.
How can you tell the difference between caring about other perspectives and just wanting to be liked? Here are some examples.
Wanting to Be Liked
You avoid making tough decisions because you’re worried about who it would upset.
You go along with the loudest voice in the room to avoid conflict.
You deflect criticism or avoid feedback altogether because you think it reflects badly on you as a leader.
You care more about making people happy than making decisions that align with the overall mission.
Caring About Other Perspectives
You ask for input about decisions and use feedback to improve your approach.
You listen to differing opinions and ask questions to truly understand other viewpoints. (Here’s what leaning into disagreements looks like.)
You are genuinely curious about your impact on others because you want to live up to your own leadership principles.
You value feedback and listen to others without compromising your organization’s core values and long-term vision.
How Do You Impact Your Team?
Great leaders don’t worry about being liked, but that doesn’t mean they don’t care about how they impact the people they lead. Your words and actions shape your organization’s culture, overall morale, and your team’s ability to do their best work.
Understanding how you impact your team will help you become a more effective leader and will drive your team to succeed. It’s an important step in creating a culture of growth at work. To evaluate your impact, ask yourself:
Is Your Team Engaged? Are team members openly contributing their thoughts in meetings, or do they hold back? Do they actively participate, ask questions, and provide input, or do they seem disengaged or distracted?
Do You Ask for Input and Feedback? Do you encourage team members to share their input and listen actively when they do? Are you willing to change your approach when team feedback highlights areas for improvement?
Are You Clear with Your Team on Expectations and Goals? Do team members clearly understand their roles and how their work contributes to the organization? Are their actions aligned clearly with goals and desired outcomes, or do they seem confused about what to do next?
How Does Your Team Handle Conflict? Do members work well together and support each other, or is there noticeable friction or isolation? Do they address issues constructively and collaborate on solutions, or do they avoid conflict altogether?
Do Team Members Come to You with Issues? Are they comfortable seeking your guidance or sharing concerns, or do they seem hesitant to approach you? Do they communicate with you about their goals and challenges?
Strengthen Your Impact Through Self-Awareness
Leadership is a journey of constant learning. To grow as a leader, you need to take the time to understand how your actions affect your team. Honest reflection and a willingness to adjust can strengthen your relationships and improve team performance.
Leading with emotional intelligence is key. Focus on listening, observing, and acting with intention. When you commit to improving your leadership, you create an environment where everyone can succeed. Great leaders don’t just direct—they inspire by leading with clarity and purpose.
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