If you are in a position of power at your company, you likely are good at identifying and focusing on the tasks and details that matter — and ignoring the rest. The stronger you are at this focusing/ignoring dance, the better you likely are at:
- pursuing goals
- executive functioning (which helps you to plan, focus attention, remember, and juggle multiple tasks)
- cognitive flexibility (your brain’s ability to adapt to new, changing, or unplanned events).
Businesses like those traits, so they are rewarded. What’s rewarded is cultivated, so you’ve probably deepened those skills with the progression of your career.
But, if you’re not careful, those same traits can also undermine your leadership abilities.
Here’s why:
First, the ability to ignore what seems “peripheral” and laser-focus, while useful in your work, can be a detriment in social settings. It means you may inadvertently not detect the emotions of others or you may be less willing to adopt the perspective of others (a.k.a. Not show empathy) — impacting your work relationships.
Second, research shows that when people are in a position of power, there is an increased likelihood of dehumanizing others, and treating them as objects or a means to an end. Brain scans of high-power individuals show a decrease in the activation of a network in the brain related to social cognition (how people process, store, and apply information about other people and social situations). And our business environments may nurture this in leaders.
But there’s a better way.
Research shows that TRANSFORMATIONAL leaders — people whose vision triggers enthusiasm, motivation, and team commitment — are more effective. These leaders positively impact employee satisfaction, retention, and their ability to tap into creative flow, and their organizations experience stronger financial performance. And, you can’t be a transformational leader if you lack empathy, can’t read others’ emotions, don’t consider their perspectives, or treat people as a means to an end.
Here are some questions you can ask yourself to keep your leadership in check:
- Are there opportunities to be more empathetic with your staff?
- Could you be more open to others’ perspectives?
- Is it tricky for you to read others’ emotions at times?
- Do you inadvertently treat staff as subordinates upon occasion?
If you are in a leadership position, know that the skills that are getting you promoted (ability to focus/ignore, executive functioning, cognitive flexibility) may also undermine your ability to be a transformational leader if left unchecked. To stay ahead of that, check in with yourself, get feedback from those around you, or get a certified coach.
I help design leaders become more purpose-driven, energized, influential, and inspiring — so that they can increase their impact and elevate the role of design. Reach out for a discovery session if you’d like to explore what it would be like to work together.