Leadership from Below

Leadership advice from well-known leaders often takes the spotlight, offering valuable insights to many. However, without the dedication and contributions of your team, staff, and workforce, even the best leadership knowledge won't move an organization forward. This blog compiles leadership observations from the "worker bees" of various organizations, including the authors themselves. Collectively, we have worked under college presidents, university and state agency leaders, politicians, military officers, and manufacturing executives. Some of these leaders were effective and a joy to work for, while others were a nightmare.

Empower or Embargo

Empowerment is the act of encouraging team members to take initiative, solve organizational problems, and develop new products or services. But why is empowering employees so crucial? Numerous studies have shown that empowered employees are more innovative, engaged, and loyal.

For example, in 2001, the college where I worked as Dean of Workforce received a generous donation of land and buildings. The president of the college empowered me to create programming that would utilize this new space. This moment felt like a jolt of electricity, inspiring me to develop new programs, sketch plans for a conference center, and propose a business incubator and laboratory spaces. Although this role didn’t come with a raise, the president's trust in my vision motivated me to go above and beyond. Leaders who empower their employees gain their respect, loyalty, and an endless supply of innovation and energy—often without additional compensation.

Listener or Talker

Have you ever worked for a boss who claimed to be a good listener but failed miserably at it? It’s frustrating to share ideas with a leader who is distracted—fiddling with their phone, avoiding eye contact, or displaying body language that screams boredom or impatience. Team members are not oblivious to these cues, and it quickly becomes clear when their leader is not truly listening.

Leaders must demonstrate focused, active listening to their teams. When leaders fail to do this, they risk losing talented team members along with the creative ideas they were hired to bring to the table.

Trusting or Dishonest

Trust is a two-way street. Team members need to trust that their leaders are sharing all the necessary information to do their jobs effectively. When leaders withhold information without a valid reason, it creates a toxic work environment filled with gossip, backstabbing, and cliques. A lack of transparency can erode trust and poison the organizational culture.

Leaders who are open and honest foster a climate of trust, where team members feel empowered and supported. This trust is crucial to building strong, cohesive teams that work together efficiently.

Empathy or Disregard

The COVID-19 pandemic forced many businesses to transition to remote work, and for some, this adjustment came with significant challenges. Employees struggled with poor internet connections, outdated hardware, and the difficulty of balancing work and home life. Over time, many adapted to the new norm, but the stress of the year took a toll on mental health.

When offices began reopening in 2021, the return to commuting and office life brought new anxieties. Leaders who were empathetic to these challenges demonstrated care for their employees' well-being. Understanding the unique struggles your team faces and offering flexibility can alleviate stress, boost morale, and foster loyalty.

Personable or Repellent

Sometimes, it's the small things that make the biggest difference in leadership. A simple “hello” or acknowledgment in the hallway can go a long way toward inspiring loyalty. While it may be unrealistic for leaders to know every employee’s name, taking the time to introduce yourself and engage with staff shows that you value them as individuals.

I’ve always been impressed by leaders who make the first move to connect. Once, at a meeting of industry leaders, I had my back turned when I felt a tap on my shoulder. To my surprise, it was the state governor, introducing himself. This small, personable gesture was enough to earn my respect and my vote.

Conclusion

Leadership isn’t just about the strategies you implement from the top down; it’s also about the connections you build from below. Empowerment, active listening, trust, empathy, and personal engagement are all vital elements that help leaders inspire and motivate their teams. Without these qualities, even the most knowledgeable leader may fail to move an organization forward. Let’s connect and discuss your or your company’s needs.

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