The Pivotal Question in Leadership Conversations: Personal Well-being Checks
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Building a sustainable organizational culture often depends on one pivotal question: “How are you doing personally?” Leaders might grapple with daily responsibilities, from the next shiny new PropTech innovation to systems optimization. Yet, the heart of an organization, its culture, thrives on a foundation built from genuine human connection
Any leader can direct a meeting, set targets, or chart strategies. But to mold a culture of trust, understanding, and motivation, it’s imperative to prioritize the personal well-being of each team member.
Starting one-on-one conversations with this seemingly simple question goes beyond conventional leadership practices. It signals that you regard the individual before their role in your organization. For leaders who champion human-centric leadership, this approach resonates with the belief that when individuals feel valued and understood, they naturally align with the organization’s objectives.
While it’s tempting to dive directly into project updates or performance metrics during one-on-ones, initiating a personal check-in achieves two critical objectives. First, it establishes a safe space. When faced with challenges outside of work, many people can find their performance and motivation impacted. By understanding these external factors, leaders can offer support, flexibility, or resources, creating an environment where individuals feel supported professionally and personally.
Secondly, it fosters a culture of vulnerability and authenticity. In an era where authenticity is paramount, team members yearn for the leadership they can connect with, not just report to. By broaching personal topics, leaders demonstrate vulnerability, setting the stage for open, honest, and constructive dialogues.
This doesn’t suggest that every conversation must delve deep into personal territories. The intent isn’t to pry but to offer an avenue for expression. Even if a team member chooses to keep things professional, asking underscores their well-being is a priority.
Such conversations remind everyone that the human element remains irreplaceable amidst the whirlwind of progress and innovation.
This may appear contrarian to many, especially when time is of the essence, and there are pressing matters to address. However, the long-term dividends of such an approach in terms of team cohesion, loyalty, and motivation can be game-changing.
The essence of human-centric leadership lies in recognizing the profound impact of personal well-being on professional performance. As leaders in multifamily look to tease out human potential and craft thriving organizational cultures, the question, “How are you doing personally?” could be the most transformative one they ask.
