Most people instinctively know that balance is a good thing. Sometimes it’s OK to be slightly out of balance — if it’s short-term — because there is an ebb and flow to life. But, when out of balance long-term, there’s eventually a break, a snap or a shift that signifies a bigger problem.

This raises the question: How’s your leadership balance? Most leaders have a natural bent toward either producing results or developing relationships. As you might imagine, there are strengths and struggles for both types of leaders. But balance is essential.

Years ago, I worked for a company enjoying success along the way when suddenly, my world changed. I began reporting to someone new. My relationships at work were good. But I didn’t understand how important strategic relationships were to my success as a leader.

To take time out to develop a strong relationship with my new boss (in an office many miles away) wasn’t high on my radar. Being a task-oriented, results-focused leader I was head down doing my job and leading my team.

Eventually, the imbalance affected my work and the work of the team. The outcome for everyone could have been much different had I understood the importance of leadership balance.

You as a Leader

Leadership entails building great relationships with your direct reports, peers and your boss. To bring value to your company and get the real business results you want, you need to focus on results and the people. But the tendency is to lean on one more than the other, especially when you’re under a tight deadline and stress is high.

What is your tendency when you’re under pressure?

An effective leader knows his or her strengths, skills and abilities. A great leader also knows the areas where they struggle. And then finds ways to minimize the impact on their leadership.

Results-Focused Leader

Leaders with a natural bent toward getting results tends to:

  • Take action quickly and initiate change.
  • Define goals for the team and set high expectations.
  • Hold others accountable.
  • Rely on logic over emotions.

A results-focused leader likes to lead toward a vision — then shows the team what success will look like.

Gaining Balance for a Results-Focused Leader

If this describes you — you may be overlooking the importance of an emotional connection with the team. You may forget that you need to work with people to get the results.

Challenges for this leader might be:

  • Ineffective listening.
  • Giving direction that isn’t understood by those who do the work.
  • Setting unattainable goals without understanding the challenges.

What can this type of leader do to bring more balance? Be aware of your focus on results and:

  • Find ways to connect with people. Even if it feels awkward for you.
  • Begin to adjust your behavior. Work on listening well. Practice patience; listen without interrupting.
  • Tune in to people’s reactions to you.

Ask questions, discover if your team understands your vision and the goals. For you, it might mean slowing down long enough to engage in real conversation. Listen to people’s comments and concerns. Acknowledge their ideas and discuss possible outcomes. As you start, this may seem unnatural to you. But the more you engage with people; you’ll realize that you’re gaining balance and becoming a better leader.

Relationship-Focused Leader

A leader with a natural bent toward relationships tends to:

  • Genuinely care about people.
  • Treat people with respect.
  • Listen to fully understand.
  • Give positive feedback.

If this describes you — you feel it’s important to show interest in your colleagues, personally and professionally. You may naturally inspire those you lead. You visibly show excitement and your team feels that energy too.

Gaining Balance for a Relationship Oriented Leader

If you’re an engaging, people-oriented leader, you may need to bring balance and focus your team on the results.

Your challenges may center around the fact that you:

  • Show too much excitement and not enough strategic vision.
  • Are too accommodating of other opinions and agendas.
  • Lack of appropriate boundaries.

What can this type of leader do to be more effective? Build relationships as you do so well and:

  • Clearly communicate your vision and set specific goals with deadlines.
  • Put a structure or process in place to meet your goals.
  • Make certain to identify who will have accountability for the project.

You may find it helpful to plan ahead. Think about how you’ll communicate in a different way. With your natural bent toward relationships, your actions may feel uncomfortable at first. Make the hard decisions, have the difficult conversations. Look for places you may need to set boundaries. It’s by taking action that you’ll develop the courage to keep moving forward.

Take it Forward

A competent leader brings value to their company. This means moving toward your goals while engaging and moving the team toward action. Inviting the team to share the journey

As you think about your leadership balance, what are some adjustments you will make?