As much as I talk about how important it is for leaders to support their teams, I think we must acknowledge the other side of the coin. Leaders need support too, and when they don’t have it, they can grow bitter, unmotivated, and ineffective. After all, getting anything done when everyone else seems to be working against you is like Sisyphus eternally pushing the boulder up a hill.
So, what do you need to do to address a lack of support for your leadership in the workplace?
5 Steps to Regain Support from Your Team
Step #1 – Introspect
While a lack of workplace support may not be due to any fault of your own, the first thing every leader must do is examine themselves. We cannot assume that we’ve done nothing to chase off our supporters or poison the well of loyalty. That calls for deep introspection. Evaluate how you’ve communicated with your colleagues, how your words may be unclear or misinterpreted, and identify any issues you may have with others, personally or professionally.
After all, being an effective leader isn’t just about playing to your strengths: it’s also about identifying and minimizing your weaknesses.
Step #2 – Investigate
Once you’ve done some careful introspecting, it’s time to get some outside perspective. It’s not always comfortable to have a candid conversation with your colleagues, particularly since you’re both opening yourself up to criticism and confronting your team’s perceived shortcomings. But you are not able to objectively evaluate yourself – not entirely.
If you have closer, trusted colleagues, go to them first. Ask their opinion. Pursue honest feedback. Allow them to illuminate issues with your leadership, company structure, or company culture that may be holding your team back from being fully behind you.
Step #3 – Adjust
Once you’ve identified the issues at hand, you must commit to change. Take the problem, investigate the different solutions and their approaches, and formulate a game plan. This shouldn’t be something you keep to yourself, either. Whether your changes are personal or procedural, your team deserves to know that you’re working to rectify some of the issues that are keeping them from being totally on board with your leadership.
Recognize that these adjustments won’t be easy. They’ll take time and commitment, even when there are setbacks. While you want to give solutions a chance to work, you must also be willing to try different strategies to achieve the desired outcome.
Step #4 – Ask
Sometimes getting support is as simple as asking for it. Your team may not realize that their attitudes and behaviors fail to communicate support. Don’t be afraid to ask for what you need. After all, the quality of your leadership directly correlates to the support you receive. It’s impossible to be effective without it.
At the same time, you can’t expect to get it automatically. Make your needs known but try to address the needs of your team, too. They all have unique needs and circumstances that will influence their workplace relationships and performance.
If you want your team to trust you enough to follow you, you must invest in these workplace relationships! Make it clear that this isn’t just about you: it’s about developing a healthy environment conducive to mutual success. It’s a two-way street!
Step #5 – Do
Of course, the leader can’t always rely on their team to meet their needs for emotional and professional support. To a certain degree, this is something you must do for yourself. If a lack of support is turning your leadership sour, examine how you can address the problem yourself.
Self-confidence and positivity go a long way. Practice edifying affirmations for yourself. Focus on the positive. Other people will not always be there to validate the good work you do and you must learn to be content with yourself from time to time.
Don’t have support? Support yourself. Reward yourself for your accomplishments. Believe in your mission and your abilities. You may find that when you lend yourself the affirmations and positivity you need, others will take notice…and follow suit!
Every leader needs to be seen, supported, and understood. It doesn’t happen on its own but takes hard work that is both relational and professional. Don’t wait for the masses to follow: do the magnetizing work it takes to draw them to you.