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Leadership | Professor Stifano | YouTubeToText
YouTube Transcript: Leadership
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Core Theme
Effective leadership hinges on fostering a sense of safety and trust through communication, which shapes organizational culture and individual performance. Different leadership styles exist, but all require strong listening and communication skills to connect with and support followers.
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so you want to Excel and become a voice
of influence in your community in your
organizations or in your company how do
you do it well I would argue you do it
through effective communication but
that's a pretty simplistic way to say it
so let's get into it in some more detail
in his Ted Talk on leadership corporate
lecturer Simon sck discussed the primary
idea that great leaders above all make
you feel safe that an organization is
very much similar to a tribe from years
and years and years and years ago and
that tribes looked out for one another
and that members of that organization
knew that they could count on one
another to be safe as long as that
organization was working properly and so
he argues that leadership is the same
idea that a leader is the one that
everyone counts on to create the
conditions in which people feel safe to
operate to think to work to thrive to
experiment and of course to communicate
with one another so if you're looking
for a place to start in becoming a
strong leader perhaps consider the idea
of making others feel safe welcomed and
supported in that environment there are
a number of different qualities uh and
variables in what makes for a good
leader that notion of support is
certainly involved and support is
something that needs to be communicated
so when we interact either as a leader
or as a member the communication of
support should be a key component of
that equation there is a theory in
communication that deals with these
unique interactions between leaders and
members and it's exchange leader member
exchange theory so it's explained pretty
simply in its name but the focus in this
theory is on the interactions between
leaders and followers and how those
interactions can shape an organization's
entire culture the key premise here is
that the leaders and members have
relationships and those relationships
are based on trust and respect and are
often emotional in nature in ways that
exp extend beyond the scope of
employment some of these relationships
are better than others obviously but
they all affect how the subordinates in
that organization behave and perform and
we know this because you can probably
think of someone who was a leader of an
organization you've been part of or even
just a boss who was really good at this
and fostered good relationships and you
can probably think of someone who
fostered really bad relationships and
how quickly that can influence the
entirety of the organization of the
group of the company of the workspace
you name it so leader remember exchange
theory then talks about characteristics
of leaders and characteristics of
followers and how they can shape the
entire Dynamic so let's think about the
leaders first the leader characteristics
are things like what they expect of the
followers how and whether they reward
good behaviors or bad behaviors is their
leadership transformational are they
focused on making change or is it more
of a just sort of hold the fort type of
leadership are these leaders extroverted
are they outgoing are they agreeable do
they communicate in ways that are
welcoming and carry Charisma that make
others want to contribute now on the
other hand as the theory explains
leaders have these characteristics but
members have characteristics as well so
what are the characteristics of members
that can affect this dynamic well
whether or not the member is competent
in what they're being asked to do in
that organization are they agreeable or
are they maybe a little combative is
this a conscientious person who pays
attention to details are they open about
what they're thinking and feeling at
different points in time are they
neurotic do they have particular
peculiarities about how they communicate
that can make things harder and how much
do they experience positive and negative
AFF effect when functioning in the
organization or just in general as a
person ity trait so these things come
together and they mix and that's why
these two circles overlap and they
create relationships and within each
relationship is a unique dynamic between
the leader and that given member so
these relationship characteristics are a
key component as well perceive
similarity uh do these two people think
that they're alike is there affect and
liking between them how much
ingratiation is involved we can politely
refer to ingratiation as kissing up to
the person in a superior position how
about self-promotion are these two
people trying to tell the other how
important and how good and how great
they are U or is that something that
doesn't really get involved as
much are each of these people assertive
do they try to be aggressive in these
conversations and assert themselves or
are they more passive in nature and when
it comes to the memb level of leader
trust how much is that a factor and I
think if you can think about bosses that
you trusted versus distrusted you can
imagine that that inherent feeling of
trust can shape the ways in which you
communicate and interact and then
finally as always context is key so
there are contextual factors that can
shape things as well so the work setting
can matter what are we doing and how are
we doing it the location can matter the
actual space can dictate to some degree
the ways in which the communication can
flourish or can suffer speaking just as
a college professor I can tell you that
different classroom have shaped the ways
in which the learning environment Works
in my experience and then there are
cultural Dimensions to this as well
including whether the organizational
culture shapes these relationships and
whether the individuals cultures shape
the ways in which they communicate if
they're from the same cultures or
different cultures that can add
variables as well so leader member
exchange theory tries to capture this
broader complex process by talking about
how there are things about the leader
things about the member and things about
the way in which the leader and member
interact that can all shape the
communication taking place in this
workplace type setting now one other
theory that is useful to think about in
the frame of leadership is communication
accommodation Theory so this applies in
all forms of communication but I think
it's particularly Salient in in these
sorts of situations have you ever
changed your accent a little when
speaking to someone or just change the
ways in which you emphasize words why'
you do it often times we do it to identify
identify
with these people so communication
accommodation Theory talks about this
phenomenon that if you find yourself
working with somebody and you find
yourself maybe going visit your boss in
their office you might start to speak in
patterns that mirror how they speak you
might actually notice that your boss or
leader does something like that to you
that they start to mirror the way you
are speaking or the words you are using
have you ever noticed that before
sometimes people will start using words
that you just used almost in a in a sort
of obvious way well this is part of
communication accommodation theory that
we adjust our Styles when interacting
with other people uh we do this to
reduce the social distance between us
and other people and so from a
leadership perspective it can actually
be a very effective strategy to make
followers as we talked about at the
beginning feel safe feel supported feel
welcome uh there are two different
things that happen though right
convergence is where we start to mirror
one another and that's a way to say hey
I'm just like you or I'm on the same
page as you or we're we're okay we can
communicate safely with one another and
that's obviously generally a good thing
but sometimes people go in the other
direction we call that Divergence and
that's where we change our communication
to signal that we are very different
from the person we are talking to have
you ever seen this happen to you where
maybe you go talk to somebody about a
problem you're having and they sort of
change their behavior and go hm well and
now they're kind of way off the same
page as you that's Divergence to
highlight differences in the context of
leadership think about anytime you've
ever seen a leader try to connect with
you and identify you uh and maybe how
they use those convergence behaviors to
mirror your communication style how
about a different time where a leader
tried to create distance between you and
them have you ever seen a leader try to
act all buddy buddy with you or maybe to
talk down to you every now and then we
see people in leadership positions start
to use jargon and complex communication
terms to remind people that they're
smarter than us are more detailed than
us so are more knowledgeable than we are
so convergence behaviors to mirror and
get on the same page and Divergence uh
behaviors to signal that we're not quite
the same communication accommodation
Theory applies to all our interactions
but it's specifically useful in a place
where there's power dynamics like a work
or leadership based environment finally
as we try to understand leadership I
think we can all think of people who've
approached leadership situations in very
different styles maybe some folks worked
uh for you pretty well in these cases
and others maybe didn't it's I think
it's important to think about how these
different styles can all be effective
with the right leaders in in position
and how different people may really take
to certain Styles and not so much to
others we're going to call this the four
framework approach this is from Bowman
and deal and it talks about these four
different types of leaders the first one
is the structural leader so their focus
is on building the structure the
strategy we're going to get every little
detail right we're going to treat the
situation like a system and we're going
to do our best to build the system the
machine if you will and it will run and
when it runs it will be successful um
this is a great leadership approach when
it's done well because people view that
person as kind of a brilliant architect
who's created something that everybody
can operate in and it it it just works
etc etc on the other hand when things
don't go so well a structural leader can
be looked at kind of like a tyrant like
a micromanager who's controlling
everything and kind of
kind of overly obsessed with these
little details and missing the bigger
picture and the people involved so
there's pros and cons and that's true of
all these framework approaches the next
is the human resource leader if you've
ever had somebody tell you constantly
that hey my door is always open if you
need me I'm here for you my job is to
empower you you've probably encountered
a human resource leader so that's a
belief in people trying to be accessible
making sure everybody feels heard making
sure everybody feels like they can do
the best work they can do and most of
all making sure everybody is supported
now when this style of leadership works
it's considered to be sort of a catalyst
a person who puts people in positions to
succeed and really just helps everybody
shine and everybody's happy and when it
doesn't work so well what usually
happens is people with uh certain
personalities tend to take advantage of
that human resource leader and treat
them like a pushover so a person who's
all about whatever you need I'm here for
you can sometimes be laughed at or
mocked or taken advantage of U by
certain people in organization so it can
work both ways once again the next type
of leader is the political leader so
these people know how to work the system
they are clear in their wants they're
very persuasive they use their
networking their connections and they
definitely try to wield power and signal
that they have power and do those things
to get what they want when it works
really well they're considered an
advocate this is a a leader who's
fighting for us and doing what has to be
done Etc when it doesn't work so well
they're kind of treated like a Hustler
like a grifter who's trying to take
advantage of things and isn't always
doing things above board they can be
looked at as kind of shady so again both
pros and cons to this F this style
finally there's the symbolic leader the
symbolic leader is all about the vision
I want you to dream with me and think
big and and imagine things so they're
creative and they're very interpretive
uh they talk a lot in Theatrical terms
about how great and amazing things are
we want you to Envision and imagine
things and so on and so forth and often
times when they're effective with that
communication other people see them as
these Visionaries so they're kind of
like a profit they they they see the
future and we're they're going to help
us get there and then when it doesn't
work so well this personality can be
looked at as kind of a fanatic someone
who's kind of out there and not very
clear and and maybe a little strange and
hard to work with so the four framework
approach shows you these four very
distinct styles of leadership they you
can see that it can be good or it can be
bad and again it's worth pointing out
out that the each of these four Styles
can work but different people tend to
prefer different ones so if you think of
yourself in a leadership position
imagine which one of those speaks more
to your approach and imagine which one
of those you'd rather work for or with
going forward at the end of the day it
really is all about communication as
this quote from research from 1985 says
successful leaders we found are great
askers and they do pay attention in
other words they're fantastic listeners
because at the end of the day to be a
great leader and to make people feel
safe means you have to listen to them
and their wants and their needs and
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