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Writer's pictureDr. Patrick E. Crawford

High-Quality Relationship

Leadership Thoughts | Issue #178
 

A leader's strength lies not in their authority, but in the depth and quality of their relationships.


I recently had the pleasure of connecting with Susan Bosnick-Sinift, a doctoral student at Saint Francis University, who invited me to chair her dissertation committee. After learning about her research, which focuses on the Leader-Member Exchange (LMX) theory, I was excited to take on the role. Susan’s work delves into how the quality of relationships between leaders and their team members impacts leadership effectiveness, how to define a high-quality relationship, and how a high-quality relationship can be taught for leadership development. Inspired by her research, I decided to explore the principles and practices that can help leaders cultivate these high-quality relationships.



The Foundation of High-Quality Relationships

At the heart of Susan’s research is the Leader-Member Exchange (LMX) theory, which emphasizes the importance of personalized relationships between leaders and their followers. Unlike a one-size-fits-all approach, LMX theory suggests that leaders should develop unique relationships with each team member. These relationships are characterized by varying levels of trust, respect, and mutual support.


High-LMX relationships are defined by three key traits:

  • Trust: A mutual confidence in each other's intentions and actions.

  • Respect: Acknowledgment of each other's skills, contributions, and value.

  • Obligation: A shared commitment to support one another in achieving common goals.


On the flip side, low-LMX relationships tend to be more formal and transactional, lacking the depth of personal connection and mutual support that define high-quality relationships.


Why High-Quality Relationships Matter

Research consistently shows that strong leader-follower relationships lead to numerous positive outcomes, including increased job satisfaction, higher levels of commitment, better performance, and lower turnover rates. When leaders foster strong connections with their team members, they create a workplace environment where employees feel valued, supported, and motivated to contribute to the organization's success.



How to Build High-Quality Relationships

Building high-quality relationships with your team is not just about understanding the theory; it’s about putting that understanding into practice. Here are some practical strategies:


  1. Cultivate Authenticity. Authenticity is the bedrock of any strong relationship. Being true to your values, aligning your actions with your words, and showing vulnerability when appropriate can help you build deeper connections. Authentic leaders are seen as trustworthy and reliable, making it easier to foster strong, supportive relationships.

    Action Step: Reflect on your core values and ensure that your leadership style aligns with them. Be open about your strengths and weaknesses and encourage your team to do the same.

  2. Communicate Effectively and Often. Effective communication is essential for building strong relationships. This means not just talking but actively listening, providing thoughtful feedback, and ensuring your team feels heard. Regular, meaningful communication builds trust and shows your team that you value them.

    Action Step: Practice active listening. Schedule regular one-on-one meetings to discuss goals, progress, and any challenges your team members may face.

  3. Show Empathy and Emotional Intelligence. Empathy and emotional intelligence are critical components of strong leader-follower relationships. Leaders who understand and share their team members' emotions are better equipped to provide the support and encouragement needed to navigate challenges.


    Action Step: Pay attention to your team members' emotional cues. Offer support and understanding when they face difficulties, showing that you care about their well-being both professionally and personally.

  4. Invest in Mentorship and Development. Mentorship is a powerful tool for building high-quality relationships. By guiding and supporting your team members’ growth, you foster a deep sense of loyalty and commitment.


    Action Step: Identify opportunities to mentor your team members. Offer advice, share your experiences, and help them navigate their career paths. Encourage a culture of continuous learning within your organization.

  5. Lead with Fairness and Integrity. Fairness and integrity are vital in building trust. Consistency in actions, clear decision-making processes, and respectful treatment of all team members are the hallmarks of a leader who earns trust and loyalty.

    Action Step: Ensure your decision-making process is transparent and based on fair criteria. Address any perceived injustices or inconsistencies openly and promptly.

  6. Recognize and Celebrate Contributions. Recognition is crucial for maintaining strong relationships. By acknowledging your team’s efforts and achievements, you reinforce positive behavior and show that you value their contributions.

    Action Step: Regularly acknowledge individual and team accomplishments, both publicly and privately. Tailor your recognition to match the preferences of your team members.

  7. Encourage Collaboration. and Inclusion High-quality relationships thrive in an environment of collaboration and inclusion. Leaders should create a culture where diverse perspectives are valued, and every team member feels a sense of belonging.

    Action Step: Foster teamwork and ensure everyone’s voice is heard during discussions. Encourage team members to share their ideas in a supportive environment.



Conclusion

Fostering high-quality relationships is not just a strategic advantage but a fundamental component of effective leadership. The insights shared here underscore the importance of cultivating trust, open communication, and mutual respect within your teams. These elements are the building blocks of relationships that not only drive performance but also create a resilient and adaptive organizational culture.


As we continue to explore and implement these principles, it is crucial to recognize and support the ongoing research that contributes to our understanding of these dynamics. I want to extend my full support and acknowledgment to Susan, whose dissertation work delves into this very topic. Her dedication to advancing the field through rigorous research is invaluable, and I am confident that her findings will offer further depth to our practices and strategies in building high-quality relationships in leadership. Let us all stay committed to learning and growing, guided by the insights of leaders and researchers like Susan, who strive to push the boundaries of what we know about effective leadership.


 

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