Leading through connecting the dots

Theres a new type of leadership kid on the block; connector leadership.  It’s another step away from the command and control, traditional top-down approach and it highlights a more connected, interactive style of leadership.

Keen to know more and how you might measure up?

Firstly, what is it?

Connector leadership is all about being the bridge; not just between tasks and people, but also between ideas, strategies, and vision. Connector leaders nurture relationships, facilitate open communication, and drive collaboration across all levels of an organisation.

The benefits of being a connector are many and varied, here are a few:

• When you connect, you build a network of support among your team. This leads to better problem-solving, as diverse viewpoints come together to tackle challenges more effectively.
• Connected teams are more agile. They adjust to changes quickly because they understand the big picture and feel confident to act on decisions.
• People want to feel connected to their work and who they work with. Connector leaders make this happen, leading to higher job satisfaction and lower turnover rates.

So how can you adopt more of a connector leadership approach?

It involves more than adopting new behaviors; it requires a fundamental shift in mindset and a change in how you see your role.

• Having a genuine interest in learning new things and understanding different perspectives. Curiosity drives leaders to explore ways to connect people and ideas. It helps in staying adaptable and innovative.
• Challenge your thinking. Encourage feedback and new ideas from all levels within the organisation. Engage with diverse sources of information and perspectives.
• Ask what you can do for others. Prioritise the growth and well-being of team members and the communities to which they belong.  Your role is to build a supportive environment that promotes personal and professional growth. It aligns with the connector’s goal of empowering others.
• Be a facilitator. Look for opportunities to facilitate the development of your team members.
• Actively ensure that everyone feels they belong and have a voice. Inclusivity is the foundation of being a connector.  Value everyone’s contribution to enhance collaboration and innovation.
• Be deliberate in recognising and combating biases, both in yourself and in team structures. Make efforts to involve quieter team members and those who might feel marginalised.

Adopting a connector mindset is about focusing outwardly—on your team, their interactions, and the broader organisational culture.  It’s a powerful way to lead, particularly where teamwork and adaptability are key to success.

That all sounds great, but how do you put it into action?  Here are some simple ways to get started.

Be a Role Model for Collaboration: Show your team how it’s done. Work alongside them, offer help, and take part in problem-solving. Better still, actively enhance your network focusing on 3 key areas; individual, team, and organisation. 

Facilitate Learning and Connection: Arrange cross-training sessions or team-building activities that require collaborative effort. Be a sponsor of your team’s connection.

Recognise and Reward Collaboration: Make it a point to acknowledge and reward behaviors that enhance team connectivity.

Connector leadership isn’t just another buzzword, it’s a practical approach to an effective style of leadership. It can assist you to not only enhance your team’s performance but also contribute to a more cohesive, collaborative work environment. If  the strength of a leader is measured by the strength of the connections they create, start connecting and watch your teams growth and development.