Good leadership builds employees up, drives them, and makes them better at what they do. Your top employees, who are likely self-motivated, driven, and ambitious, know this.
Good leaders are an essential part of any business, and social leadership is one form of defined good leadership – centering around bringing employees together, breaking down silos across organizations, and creating a single cause or purpose that everyone can work together to reach.
While the reality of social leadership will change based on your business, it’s as important to your top employees as it is to you.
Why social leadership is important
Employee engagement is competitive advantage
Most companies have some form of internal corporate social programs, designed to boost engagement. At the same time, most businesses in the United States only see an engagement rate of about 30%. Most employees are tuned out, not listening, and not particularly interested in what they are doing or why. Your top employees, those who are engaged and interested, need to see a purpose behind what they do if you want to keep them engaged. Social leadership is one way to do this.
For example, a social leader can connect with individuals while building goals at an organization-wide level, work to build engagement by making crucial decisions based on social input, and can work to bring people together so that they create the returns needed for engagement.
It creates a unified company goal
Most companies divide themselves into teams, branches, departments, and other forms of silos. These groups sometimes work together, sometimes don’t, and often adopt different technologies, processes, and mindsets. A person who has to work with two groups in the same company might feel like they’re working with two different companies.
Social leadership works to break down these barriers by creating a common goal or purpose for the whole company. It does this by clearly defining and outlining how internal tasks contribute to the customer experience, how the company must be involved together, and creating simple, flexible systems and processes that everyone can use together.
Approach and solve challenges
Social leadership approaches problems and organizations with the concept that change is inherent. This makes it easier to introduce new tools and technologies, new attitudes and behaviors, and tackle organizational challenges. It re-frames problems from a point of values to change how people work based on why they work.
This can create an organization where top performers are well recognized and rewarded, while being given every opportunity to learn and to improve.
It develops personal leadership
Many leadership styles are about creating followers. Social leadership is about developing personal leadership so that each person is a leader in their own arena. This enables you to create an environment where individuals can challenge the status quo and make change, take risks, and work in ways they normally wouldn’t. This enables everyone to recognize their own authority to achieve more, and to have more freedom within their job role.
It brings teams together
Social leadership is about breaking down silos, developing personal leadership, and creating a shared purpose that everyone can work towards. This naturally fosters both the ability and the interest in working together across functions, teams, and geographies, enabling anyone to leverage all of the opportunities and skills available in an organization.
Social leadership is about bringing people together, breaking down silos, and creating common goals for everyone. If a company is going to succeed, it must do so as part of a whole, not as individuals. But adapting to that change must happen on an individual level. Good social leadership works to foster individual growth, promoting personal empowerment, while giving everyone the chance to improve and excel in their career. This naturally creates an environment where your top employees are rewarded, and they are given an environment where they can grow and move forward toward their goals.