A leader's effectiveness hinges on their ability to connect with others. At the core of effective leadership is a fundamental truth. People need to feel understood, valued, involved, and supported. DDI’s*Key Principles” are a powerful set of practices and behaviors that directly address those needs. By embracing the Key Principles, leaders are able to create commitment, not just compliance; they are able to create genuine personal connection, foster open, two-way communication, and strengthen relationships.
- Maintain or enhance the employee’s self esteem.
- Listen and respond with empathy.
- Ask for help and involve employee in the solution.
*DDI, Development Dimensions International, Inc.
1. Maintain or enhance self-esteem.
People who feel valued are more likely to shoulder responsibility, tackle challenges head-on, and adapt to change with resilience. Maintaining or enhancing self-esteem is about recognizing the inherent worth in each team member and nurturing their confidence.
It involves:
- Acknowledging good ideas and innovative thinking
- Celebrating accomplishments, big or small
- Expressing genuine confidence in team members’ abilities
- Offering specific and sincere praise
For example, you might thank a team member for figuring out a creative work-around, despite challenging constraints. "Your creative solution to our scheduling challenge was brilliant. It's exactly this kind of innovative thinking that makes our team so strong." These messages can go a long way.
What ESTEEM sounds like … • “You sure handled that situation and defused a difficult situation. You saved a valued customer” • “Thanks for always putting the customer first!”
2. Listen and respond with empathy.
Empathetic listening is the cornerstone of open, two-way communication. It establishes mutual respect and trust, creating a safe space for honest dialogue.
Listening and responding with empathy involves:
- Responding to both facts and feelings
- Defusing negative emotions with understanding
- Acknowledging and reinforcing positive emotions.
In practice, this might sound like: "I can hear the frustration in your voice about the planned reduction in staff. It's a challenging situation, and I appreciate you bringing these concerns to my attention. Let's work through this together.”
What EMPATHY sounds like … • “It sounds to me like you’re exhausted.” • “You sound stressed. II know you’ve been under a lot of pressure.” • “I can hear the frustration in your voice.”
3. Ask for help and encourage involvement.
People are more committed to initiatives they've helped create.
By involving team members in decision-making processes, leaders not only gain diverse perspectives but also foster a sense of ownership.
You can involve others by:
- Asking for ideas, opinions, or points of view
- Encouraging contributions from all team members
- Reserving your own ideas until others have shared theirs
What INVOLVEMENT sounds like … • “How would you suggest we approach this?” • “You’re closer to the situation than I am … what are your ideas?” • “We’re in this together; who else should we ask?”