Brave Leaders are Nurturing

What does it look like to be a brave leader? And what benefits stem from that type of leadership?  I've witnessed firsthand the extraordinary growth and success that radiates from brave leadership, both for individuals, companies, and the people they serve. Over the next few months, I'll be sharing six key characteristics of these role models, hoping to inspire you to reap similar benefits for those you influence, both professionally and personally.

Here’s the second one - brave leaders are nurturing.

This may seem a little “light and fluffy” to some of you.  However, I’d argue that it is crucial to establishing healthy, positive and productive relationships within your team.  What do I mean by nurturing?  Brave leaders understand that by encouraging and developing their employees in ways that are meaningful to each individual person, they elevate the performance and overall success of the groups they lead.  Plus, they create an environment that is motivational and rewarding which raises retention rates.

I have worked for several strong, commanding, no-nonsense leaders throughout my career who have military backgrounds.  Their formidable presence was sometimes mistaken for cold, harsh, and uncaring.  These leaders had the courage to be nurturing, however, and knew it was a secret sauce.  When working for these leaders, I felt seen and valued.  Our teams were extremely loyal to these leaders and each other. The trust that permeated these teams as a result drastically increased the effectiveness of our teamwork, adding significantly to the overall success of our projects.

So how did these brave leaders nurture their teams in a professional, authentic and productive way?  Here are some of the strategies:

Prioritize effective 1:1’s

Almost every single one of my coaching clients complains about the ineffectiveness of 1:1’s regardless of position level or industry.  What started as a way of connecting and nurturing has now become a tiring and often useless practice that wastes time.  Frequently canceling a 1:1 or not using the time effectively can have a negative impact on those you lead. 

While I could devote an entire blog to this subject, here are three tips to “recharge” your 1:1’s in 2025.  First, if you schedule them – make them a priority and don’t cancel.  Second, create a specific agenda for the time together – make your employees feel important and encourage them to come prepared to discuss specific topics as well.  Third, try to walk away after every 1:1 with knowing something new about your employee (what’s important to them, how they wish to grow, what they like to do in their personal time, how you can help them, etc.).

Seek to grow and develop everyone

When I was a corporate leader, I had a growth and development plan for each person on my team.  Evaluating and editing these plans was a key piece of every review.  My team knew I was not only concerned with their current performance, but also in assisting them to achieve their overall career goals.  We set specific milestones every six months that focused on development such as educational opportunities or trying new skills.  Even if that meant I might lose them on my team eventually, it kept them loyal to the company, engaged and encouraged.  Knowing the success of your team equates to your success as a leader is vital.

Clearly communicate team goals and each team member’s contribution

It's astounding how many individual employees lack clarity on their team's and organization's overarching goals.  They know what they are tasked to achieve but often haven’t a clue how their part adds to the whole picture.  A new year presents an ideal opportunity to revisit and reinforce these objectives.  Additionally, ensuring each team member understands their specific role in achieving these goals is paramount.  By regularly checking in with them throughout the year to assess their progress, you can maintain their motivation and enthusiasm for contributing to the team's success.

Make connection mandatory

This final tactic is particularly crucial in remote work environments. Prioritizing and scheduling regular opportunities for employees to connect with you and their colleagues can significantly boost their sense of importance and belonging. If you're not naturally creative, delegate this task to a team member who enjoys organizing social events. Even in remote settings, there are numerous ways to foster these connections and strengthen team bonds.

Are you brave enough as a leader?  I can help unlock your full potential allowing you to become a more courageous, confident leader with an affordable yet valuable coaching package.  Together, we'll explore your strengths, identify your blind spots, and develop a personalized strategy to help you achieve your goals.  Click here to set up a discovery call to see how I can help.