The leader-driven relationship is increasingly becoming important in the workplace, especially in this era where baby boomers are retiring, and millennials are entering the workforce. Unlike baby boomers, millennials prefer to work with relationship-driven leaders and not the traditional leaders who are title-driven. A leader who uses a relationship-driven approach to leadership is likely to motivate and increase the productivity of employees, leading to improved performance in the whole organization. Nonetheless, a leader must have appropriate personal leadership skills to develop a positive relationship with employees.
Therefore, the first set of personal leadership skills that relate to positive organizational relationships is empathy, patience, and tolerance. A leader should be able to make decisions subjectively while considering how his or her action impacts others (Davis et al., 2018). A leader should not be self-centered, but he should be able to build consensus and compromise when making decisions or to take actions. Tolerance is an essential personal leadership skill because it enables a leader to admit when he is wrong while tolerating constructive criticism. Empathy, tolerance, and patience are critical personal leadership skills because they make a leader approachable, resulting in a positive organizational relationship.
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Openness and honesty are other personal leadership skills that important in developing positive organizational relationships. A relationship can only be beneficial if it is based on trusts (Davis et al., 2018). Therefore, with openness and honesty, a leader can easily earn the trust of employees in an organization. At the same time, it is essential for a leader to trust employees. Besides, effective communication is an essential personal leadership skill that every leader should have to build a strong relationship with others in the organization. Using clear, concise, and appropriate information reduces miscommunication and misunderstanding that can ruin organizational relationships. Moreover, effective listening is critical in establishing a beneficial relationship in the workplace. A leader who is an effective listener can understand employees and accurately respond to their concerns (Davis et al., 2018). Thus, personal leadership skills influence organizational relationships significantly.
One of the significant impacts of my leadership skills on the organizational relationship now is that is creating a working environment that is full of trusts. Employees are motivated to share ideas when they trust one another. With a lot of trust in the workplace, employees can easily establish a strong organizational relationship, leading to improved teamwork and performance. People are ready to closely interact together in an organization when there is some level of trust (Davis et al., 2018). Being open and honest, on the other hand, will impact the organizational relationship now by enhancing transparency among employees. Disclosing important and necessary information to employees helps in improving collaboration within the organization. The effective collaboration that is linked to personal leadership skills can lead to future impact such as sharing and expressing thoughts and emotions without any fear.
Also, personal leadership skills, especially effective communication and active listening improve organizational relationship by reducing interpersonal conflict (Davis et al., 2018). A lot of disagreements occur in organizations because of miscommunication or failure to accurately understand the intended message due to poor listening. With effective communication and active listening, the interpersonal conflict is not likely to occur now and in the future. The personal leadership skills will have a positive impact on the organizational relationship now and in the future.
Consequently, personal leadership skills such as empathy, patience, tolerance, effective communication, openness, honesty, and active listening are likely to improve organizational performance. Employees are likely to be motivated when they know that their leaders are ready to listen to their problems and show some empathy for the challenges they undergo through. Motivated employees are determined to achieve the goals and objectives set by an organization, and they always look for ways to improve their work ( Dobre, 2013) . Motivation employees are encouraged to work hard to accomplish the assigned tasks, leading to enhanced organizational performance. A leader who is tolerant, empathetic, and tolerant is likely to increase job satisfaction in the workplace. There is a strong positive relationship between job satisfaction and organizational performance. Hence, appropriate personal leadership skills result in job satisfaction in the workplace, which in return lead to increased organizational performance. Specifically, job satisfaction makes the organizational performance to improve because it reduces problems like absenteeism and lateness that affect employees' productivity ( Bakotić, 2016) . There is also high organizational performance in workplaces that are not characterized by frequent conflicts.
In conclusion, the leader-driven relationship is vital in any organization because it does not only improve organizational relations but is also enhancing organizational performance. Personal leadership skills such as effective communication, active listening, honesty, and openness are required to establish a beneficial organizational relationship. At the same time, appropriate personal leadership skills can motivate employees and improve job satisfaction that is required to enhance organizational performance. Importantly, appropriate leadership skills create a favorable working environment for employees. Leaders should strive to build a strong relationship with employees in the organization, especially when dealing with young employees. Millennials value relationships and they are not motivated by leaders who are just keen to give the instructions and only interested in ensuring that the assigned work is done.
References
Bakotić, D. (2016). Relationship between job satisfaction and Organisational performance. Economic Research, 29 (1), 118-130.
Davis, M. et al. (2017, April 28). 12 Ways Managers Can Establish A Trusting Relationship With Employees. Forbes . Retrieved from https://www.forbes.com/sites/forbescoachescouncil/2017/04/28/12-ways-managers-can- establish-a-trusting-relationship-with-employees/#60cbc737c297
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research , 5 (1).
