The Power of Words in Leadership: Building Up or Tearing Down
Being a leader means more than just telling people what to do. It means using the right words to inspire and motivate others. The language we use, both positive and negative, can have a profound impact on those we lead. In this article, I will explore the difference between constructive and destructive language in leadership.
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Constructive Language: Building Stronger Connections
When I use constructive language as a leader, I aim to create a positive environment that fosters growth and collaboration. This type of language focuses on solutions rather than dwelling on problems. Instead of criticizing or blaming, I try to provide helpful feedback and encourage open communication.
Constructive language allows me to acknowledge the strengths and accomplishments of my team. By using words of affirmation and appreciation, I empower them and boost their self-confidence. This language creates an atmosphere of trust, where team members feel valued and motivated to do their best.
Destructive Language: Breaking Down Trust
On the other hand, destructive language can undermine a team’s morale and productivity. When I use this type of language, it breeds negativity and erodes trust. Destructive language includes insults, sarcasm, and harsh criticism, which can damage relationships and create a hostile work environment.
Instead of blaming and pointing fingers, it’s important to take responsibility as a leader. This means using language that focuses on problem-solving and growth. By addressing issues in a respectful and constructive way, I can encourage my team to learn from mistakes and strive for continuous improvement.
The Power of Words
Words have a remarkable ability to shape our thoughts and emotions. As a leader, it’s crucial to choose the right words to empower and inspire. By using constructive language, I can build strong connections with my team and create a positive work environment. In contrast, destructive language tears down trust and diminishes productivity.
So, remember the power of your words. Choose them wisely, and watch how they can transform your leadership style.
I was fortunate to appear as a guest on Entrepreneur’s Insight radio show on February 3rd, following Jeremy Kinsley. During my time on the show, the host, Kip Marlow, and I discussed the importance of communication for inspiring action and producing results in leadership roles.
While many individuals hold the title of leader, not all of them effectively communicate in a way that inspires others to take action and achieve desired outcomes.
After studying leaders for many years, I have noticed three specific behaviors that truly impactful leaders consistently exhibit.
The Power of Leadership Language
1. Constructive or Destructive Communication
Constructive Communication:
When I communicate as a good leader, I uplift people instead of bringing them down. I aim to solve problems and find long-lasting solutions. My focus is always on improvement, so I speak openly, honestly, and consistently. I constantly keep an eye on progress and success.
Effective communication plays a crucial role in driving performance. It is based on the belief that the employee is capable and motivated but has encountered a hurdle. By working together to overcome that hurdle and aiming to remove it, we can achieve better results.
When I guide someone to understand why something has happened and how they can make a change, they are more likely to learn from the experience and develop into a significant member of our team.
Destructive Communication:
When people communicate destructively, they have a different goal in mind. Even if they don’t realize it, their focus is on making someone else feel small.
When someone feels small, they can’t reach their full potential. They lack motivation to succeed.
2. Get Others Involved
True leaders seek input from others. They know that they don’t have all the answers. Leadership isn’t about having all the answers; it’s about finding them. Leaders also understand that one way to help their team grow is by asking for their input.
When you involve others in the conversation, you’re showing them that you trust and believe in them. Leaders know that not all input will lead to action. That’s not the point. The point is to get everyone thinking about growth, solutions, and success.
It’s better to ask for their input – instead of always telling them what to do. People like it when you talk with them, not just at them. And when they’re involved in creating a plan, they’re more likely to follow through.
3. Have Tough Conversations
Sometimes, a team member can’t meet the organization’s requirements and goals, no matter how hard they try. And, to be honest, there are times when an employee isn’t a good fit or is behaving in a way that goes against the company’s goals.
A real leader faces this issue head-on with the employee. They don’t let their emotions take over and send a mass email to the whole team. They also don’t avoid dealing with the problem.
When you’re a true leader, you know it’s important to have tough conversations promptly and directly with the person involved. You understand that these conversations aren’t about being mean or making things unpleasant. There are calm and objective ways to discuss challenging topics. As a leader, it’s your responsibility to address these issues as soon as they arise.
By doing this, you show the rest of your team that the company’s goals are of utmost importance.
Here’s an Example of a Non-Leader: Destructive, No Input, Filled with Emotion
So, here’s what happened: I’m a salesperson, and my manager called me into their office. They were really angry and started yelling at me about my poor sales performance. It was pretty intense, and everyone in the department could hear, even though the door was closed. Not only was my manager being emotional and shouting, but they were also using mean words like lazy, inept, and stupid to describe me. To top it all off, they ended the whole rant by threatening my job.
Now, let me tell you about the outcome of this little interaction. I gotta be honest, I was not feeling motivated at all. Plus, I didn’t have a clue about what I should do to improve. It’s like I didn’t learn anything from that whole ordeal. The thing is, I didn’t even get a chance to say anything or be part of a real conversation. It was just my manager talking at me, without really caring about my input. So, here I am, stuck in the same place as before, with no progress in solving the problem.
In addition, the rest of our sales team has been negatively affected by this event. It seems like our sales manager has only made things worse instead of solving the problem of low sales.
An Example of a Great Leader: Constructive, Open to Input, and Calm
Imagine this: I, as a sales manager, call one of my team members into my office to have a chat about their low sales numbers. The first thing I do is ask them to share their experience. How are they approaching the sales process? Where are they encountering difficulties? How are they communicating with potential clients?
Once I understand their perspective, I initiate a collaborative conversation to explore different approaches. My goal is to help them come up with a new process that will yield better results. I believe that working together and being open to new ideas can ultimately lead to success.
Here’s what happens: When we work together, we come up with a plan to solve problems. Our conversation is all about finding solutions. By the end, I am confident that I can succeed with this plan.
The rest of the sales team knows that our goal is for everyone to be successful. When our salespeople do well, the whole company benefits.
Why does this matter? Well, the outcome depends on how we behave. When we act like the second example, we lead the organization and see positive results. But when we act like the first example, our organization struggles to grow.
If you’re in a leadership position, it’s better to communicate in a constructive and calm way. This way, you’ll get input and support from others. You’ll be a leader that people want to follow.