Hey Leader: What’s Your Responsibility in Connecting Your Employees?

I want to talk to the leaders out there that have the title of CEO, President, Vice President or Executive Director as examples. This is any title that denotes that you have a level of responsibility in which you have significant impact (financial or non-financial) within your company and on its people. This is applicable for those of you that are leaders in for-profit as well as nonprofit organizations, the government, even those of you that identify yourselves as entrepreneurs. In a few simple words, “you know who you are.” I was also one of you.

I have one question to ask for you to think about:

“How you do you hold yourself accountable for creating and leading an organization in which you actively help your employees make the right internal and/or external network connections to achieve the company’s goals and/or their professional goals?”

Before I go any further let me clarify, I am not just talking about you as a leader holding your team accountable or the managers that report into you to make this happen. I am not talking about how you pull teams together or assign individuals to work on certain initiatives. And let’s not toss this to the Human Resources function to answer, by saying that “I partner with my HR leader and his/her team. “ That’s an easy and too obvious answer. I am asking the question directly focused on you as the individual and what you personally do and are accountable for, not through others.

There is tons of information to be found about the power of one’s network within an organization. We know that those who leverage their networks are much more successful than those that do not especially within organizations. Research has proven that aspect. There are tools and resources that assess what organizational or even more recently, what individual networks look like within an organization. There is also general information tailored to the individual that focuses on building and/or maintaining their various networks in whatever situation or environment (work, professional or otherwise) they happen to be in or a part of. They are given advice on networking and what you should do in certain situations to establish and nurture relationships. All of this guidance typically manifests itself in “how to” or “you should” that a person can use. From an organizational perspective such advice is akin to the old adage we’ve all heard, “you own your career.” The same rule appears to apply, “you own your network”. In other words, you as an individual have the responsibility to navigate and define your own destiny inclusive of your organizational network.

All this sounds great and empowering. There is obviously nothing wrong with that perspective as we all want to control our own destiny and should strive to do so. But within an organization our destiny is not just left up to us as individuals. This is a fact and a reality. Careers are not just left up to the employee and neither is their network within their company. There is another part of the equation often not discussed, but vital and related to an employee’s success with their organizational network – the role of their leadership. Simply stated, leaders play an instrumental role in connecting their employees with others, internally as well as externally; knowing who the appropriate connectors are and; what skills such individuals hold. All leaders also play a huge role in setting this as an expectation for others in their organizations irrespective of level and in creating such a culture.

What is interesting is that there is not much if any discussion or little reference about the critical role a leader plays in organizational networks and ensuring those important connections occur. One of the responsibilities that a leader has within an organization to serve or facilitate in this capacity cannot be emphasized enough. As we know this oftentimes is the difference between success or failure related to an organizational outcome or that of an employee’s success.

I don’t think that we have to wait for a study to be done or for an authority on organizational culture or human networks to write a book. It’s a matter of taking action, ensuring you are holding yourself accountable and beginning to see the results in your organization. It is not hard but sometimes not as obvious. More than likely, you did not reach your level of achievement by yourself. Many helped and many connections were made for you.

So, start by asking yourself a few simple questions to assess where you are and the actions that you hopefully taking to successfully help others:

How am I as a leader actively connecting others within my organization?

Do I wait to be asked or am I taking the initiative to serve as the bridge to helping an employee achieve his/her organizational or professional goals?

Am I serving as a model for others to see in the organization the importance and value of serving in such a capacity?

Do I expect and hold not only myself but others in my organization accountable to serve as organizational bridges and connectors?

Imagine seeking out an employee in your organization and introducing them to someone that could make a difference in work that they are doing without being asked. By this I don’t mean letting the person jump on your calendar, you giving them 20-30 minutes and you rattling off a list of people they should go meet. By doing such action usually it only results in the employee being sent off to tell those on the list that they were sent by you. Then they struggle to get on a new set of calendars. How about you as the leader really making the appropriate introduction(s) beforehand? The introductions you make can allow the employee to cut through such challenges and begin the conversation. Obviously by doing this you will have cleared the path for that person which is one of your roles as a leader in an organization.

Have you ever thought of asking someone to be a part of your network versus you always being asked? I understand that you are busy, this could be risky or what message would you be sending to the organization? In my opinion, it would be a good message. That’s why they call you “the leader” and you’re sometimes called to take risks; taking risks on your people is not excluded. So don’t forget to assess your own network to see if you have any opportunities to invite someone to join you that maybe much junior than you. They may bring a whole new perspective to the way you think or your network in general. This is not reverse mentoring or sponsoring someone, but inviting them to be a part of your network because of their skill or perspective that they can bring to you to help you lead better or develop in your own career. Being senior in an organization does not denote that you know or have it all. The world is changing. The skills we need are always evolving. What we did well a few years ago may have no value in the present. Ensure your own network lends you the support you need to achieve your professional goals or otherwise.

I have heard so many times and also believe that the people in any organization are its greatest asset. Are you as a leader not responsible for creating a culture that lends itself to not only helping but ensuring your talent reaches and realizes its fullest potential? If so, then take the first step by actively connecting them with those within your organization and outside that can truly aide them in accomplishing their goals or establishing/maintaining their network. Hopefully by seeing your actions they will pay it forward and before you know it everyone in your organization will be taking on this responsibility.

Please share with the LinkedIn community and myself what you are doing as a leader to bridge or connect others. If you are within an organization and you have witnessed or been a part of such an experience, please share as well. I welcome the comments and perspectives of all.

I am Francine Parham. I publically speak, write and am the CEO and Founder of my professional development company, PurposefulConnections. I believe and support individuals in making the right connections to achieve their professional and personal goals. Reach out to me at Francine@purposefulconnections.com

Photo by Flickr: EASTCOBBERMagazine